Air Canada Flight Attendants Reject Tentative Agreement in 99.1% Vote

Air Canada flight attendants have overwhelmingly rejected a tentative agreement, with 99.1% voting no in a ratification vote that ended on September 6, 2025, according to CUPE, the union representing cabin crew. Turnout reached 94.6%, a rare show of unity that reflects deep frustration after an August shutdown of operations.

With the vote failed, the dispute moves through mediation, and if needed, binding arbitration, where no further strike action is allowed during the process.

Background: the August disruption and government response

A three-day strike from August 16–19, 2025 grounded Air Canada and Air Canada Rouge flights, affected over 500,000 passengers, and stranded more than 100,000 Canadians. After the walkout, the federal government intervened.

Jobs Minister Patty Hajdu backed a return-to-work order issued by the Canada Industrial Relations Board and set a course for arbitration to keep planes flying while talks continue. Air Canada began restoring flights on August 19 and forecast a 7–10 day recovery. By early September, most schedules had returned to normal, though some delays continued.

The practical result for travelers is short-term stability: crews must keep working while the parties bargain under federal oversight, and the carrier aims to maintain full operations as the case moves toward a final resolution imposed by an arbitrator if mediation fails.

Union and company positions

CUPE described the vote as a clear message that the proposed deal fell short on base pay and unpaid work. Union leaders acknowledged “important progress” on partial pay for ground duties like pre-flight checks, but argued the package sat “below inflation, below market value, below minimum wage.”

• According to CUPE, even with the increases, hourly pay would trail the federal minimum wage of C$17.75.
• The union said the deal did not close the gap with contracts at other Canadian carriers.

Ian Lee, an associate professor at Carleton University, called the scale of the rejection “stunning,” saying it signals widespread dissatisfaction with both Air Canada and the union’s earlier recommendation.

Air Canada, for its part, stressed that the tentative agreement came with no union concessions and included improvements to pensions and benefits. The airline said it is committed to the mediation and arbitration path and wants a prompt settlement to repair relations with crews and reduce business pressure after the August disruption.

What the rejected deal offered

The tentative agreement outlined the following wage and work provisions:

• Immediate wage increase: 8–12% depending on seniority.
• Yearly increases: 3%, 2.5%, and 2.75% over a four-year term.
• Partial pay for ground duties: starting at 50% of the hourly wage in year one and rising to 70% by year four for narrowbody aircraft, with slightly higher rates for widebody fleets.

Company estimates of earnings under the deal:

• A new flight attendant’s annual pay would have risen from about C$28,500 to C$34,600 in the first year, with potential earnings of C$56,500 by 2028.
• A 10-year veteran could reach around C$76,000 by 2028.

CUPE and many members argued those figures still fell short—especially compared with Air Transat’s 2024 agreement and considering unpaid pre- and post-flight duties that form the backbone of safe operations.

Context and timeline

• The last Air Canada cabin crew deal was a 10-year agreement that expired in March 2025.
• Talks began in late 2024 with CUPE pushing for pay parity with peers and full compensation for all hours worked.
• The August strike—the first major shutdown of the carrier in more than a decade—brought public attention to the wage debate and pressured the government to act.

What happens next for travelers and crews

The legal path is now set. The parties are in mediation overseen by federal authorities. If they cannot close the gap, the case moves to binding arbitration, where a neutral decision-maker imposes the terms of a new contract. During this process, no strikes or lockouts are permitted.

The Canada Industrial Relations Board explains the framework for such cases on its official site; readers can consult the Canada Industrial Relations Board for procedures and updates related to arbitration and labor disputes under federal law.

Step-by-step track now in place:
1. Mediation continues, with both sides required to attend and bargain in good faith.
2. Failing a deal, the dispute proceeds to binding arbitration, and an arbitrator sets the contract.
3. Once issued, the award is binding and becomes the new collective agreement.

Immediate implications:
– For passengers: short-term stability as Air Canada remains focused on operating a full schedule.
– For crews: increased pressure on the company to improve base wages and address unpaid time.
– For government: the priority is to keep national air travel steady while the dispute is settled under the law.

Wider implications

Beyond Air Canada, the case could shape wages and work rules across Canadian aviation. CUPE’s focus on unpaid labor, low base rates for new hires, and parity with other carriers taps into larger debates in North American airline negotiations.

VisaVerge.com reports that outcomes in high-profile airline disputes often ripple across the sector as other unions and employers reassess positions during their own bargaining cycles.

Stakeholders are watching three fronts:
– Whether CUPE can secure a higher base rate that meets or exceeds the federal minimum when averaged over all work hours, including ground time.
– How far Air Canada will go on ground duty pay, which crews see as key to fair compensation.
– Whether an arbitrator will prioritize market comparisons, cost of living, and service reliability in setting final terms.

Political and human impacts

The government’s quick action after the August strike shows the weight placed on national air transport. A long shutdown can strand people needing medical care, disrupt cargo, and derail business trips and family visits. That’s why binding arbitration, while unpopular with some workers who want the option to strike, remains a common tool to keep travel moving while disputes are settled.

Travelers who were stranded in August remember the stress: many rebooked at higher cost or lost nonrefundable expenses. Crew members describe months of rising tension, long days that include unpaid duties, and base pay that lags the cost of living. These lived experiences, not just spreadsheets, are driving hardened positions on both sides.

Air Canada has said it wants a durable settlement that supports service and safety. CUPE leaders say they will press for better wages and full pay for all duties. With almost the entire voting membership rejecting the deal, the union now enters mediation with a strong mandate to push for more.

Whether that translates into better terms before arbitration, or a final award that lifts pay closer to peers, will be decided in the weeks ahead.

For official statements and updates, follow Air Canada’s newsroom and CUPE’s Air Canada Component site. The process timeline can be quick or stretch over weeks, depending on mediator availability, the complexity of the issues, and whether both sides see room to compromise before an arbitrator steps in.