Question Period Note: CONSULTATIONS ON FLIGHT ATTENDANTS’ PAY STRUCTURE

What are the results of the probe on unpaid work in the airline sector? In the recent labour dispute between Air Canada and the Canadian Union of Public Employees – Air Canada Component (CUPE), allegations were made that pre- and post-flight tasks performed by flight attendants were unpaid.

On August 18, 2025, the Minister of Jobs and Families announced the launch of a probe in the airline sector, consisting of consultations to determine whether flight attendants are being paid in a manner that meets the requirements of the Canada Labour Code.

As part of the probe, four sessions of targeted consultations with stakeholders in the airline sector took place from September 23 to October 3, 2025. Stakeholders were invited to provide written submissions until October 17, 2025.

The Labour Program published a What We Heard report on February 12, 2026. The findings underscore the need for further examination which consist of union and employer collaboration on self-audits, Labour Program compliance action and stakeholder engagement.

The Government of Canada takes allegations about unpaid work seriously. Last summer, a key focus of the concerns raised by Air Canada flight attendants was that some of their work was unpaid. In August 2025, responding to these allegations, I launched a probe on unpaid work in the airline sector, focusing on compensation practices for flight attendants.

This initial report, Probe on Unpaid Work in the Airline Sector: Phase I - What we heard report, does not identify a sector-wide failure to meet the Code's wage standard. However, the report identifies areas where compensation practices warrant closer examination.

As a result, the Labour Program has been directed to conduct a deeper review, including asking the airline industry to undertake wage-compliance self-audits, conducting inspections and investigating any complaints. This further examination will provide the details needed to assess the alignment of compensation structures with hours worked.

The Labour Program has also been directed to convene a special meeting of the Labour Standards Advisory Committee. Key industry stakeholders have been engaged to come to a shared understanding of wage protections, how they apply in practice, and the supports available to employees.

Canada can only be strong if we work together to protect fair and safe workplaces. I thank all participants for sharing their experiences and perspectives and I urge cooperation in the next stage of the analysis.

Canada Labour Code

Part III of the Canada Labour Code (Code) sets out standards regarding employment conditions including hours of work, payment of wages, leaves, annual vacations, holidays and rights on termination of employment. There are roughly 1,020,000 employees subject to Part III of the Code who are employed by approximately 18,500 federally regulated private-sector employers and Crown corporations.

Part III does not include a definition of what constitutes “work,” however the Labour Program has developed Interpretations, Policies and Guidelines (IPGs) that clarify the meaning of “work” to ensure consistent interpretation of the Code. The definition of work in the IPG on hours of work includes training, travel required by the employer, time spent at the employer’s disposal at the worksite waiting to be assigned work, and time spent while on break but remaining at the employer’s disposal.

For flight attendants, approximately 90% of whom are unionized, the definition of work and how work is remunerated is negotiated between employers and bargaining agents although they must adhere to minimum standards established in the Code and its regulations.

CUPE agreed to the formula in the collective agreement that was signed approximately 10 years ago with Air Canada.

Private Member’s Bills

During the previous parliamentary sitting, Members of Parliament from the Conservative Party of Canada and the New Democratic Party (NDP) each introduced similar Private Member’s Bills (PMBs) (C-409 and C-415, respectively), proposing to amend the Code to specify that flight attendants would be paid for certain work activities. Both bills died on the order paper.

In response to the bills, the former Minister of Labour indicated that the Government should not be commenting on the hours of work and wage provisions included in a collective agreement, and that the role of the Government is to establish minimum standards and let parties negotiate agreements.

On October 21, 2025, NDP Member of Parliament Don Davies introduced Bill C-250, An Act to amend the Canada Labour Code (flight attendants), which is identical to Bill C-415. Bill C-250 is currently outside the order of precedence and will not be eligible for debate at second reading until Fall 2029 at the earliest.

HUMA study on the definition of work

On September 18, 2025, the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities (HUMA) adopted a motion to undertake a study on the Code, including the impact of work not being defined in Part III of the Code, and the use of section 107 of the Code to refer labour disputes to the Canada Industrial Relations Board for binding arbitration, including its recent intervention in the Air Canada-CUPE dispute.

HUMA received briefs from the public on these issues until January 30, 2026. HUMA is expected to table a report with recommendations in Parliament in winter/spring 2026 and to request a government response be tabled within 120 days.

Minister’s quotes

“Flight attendants should be paid for the work that they do. The allegations of unpaid work in the airline sector are deeply concerning - we will be digging into this and will find out what is at the root of these allegations – because nobody should work for free.”

• Statement by the Minister of Jobs and Families and Minister Responsible for FedNor, Patty Hajdu