EasyJet Flight Attendants Agreement 2025-2028: Key Points for Executives and HR

Key data

EasyJet flight attendants in Spain have had a new collective agreement in place since March 1, 2025, which replaces the previous one and regulates their working conditions until August 31, 2028. The Resolution of August 12, 2026 from the General Labor Directorate registers and publishes this III Collective Agreement, thus closing the negotiation process between the company and the representative unions in the sector.

For HR managers, executives and labor advisors linked to EasyJet's Spanish operations, this agreement is the mandatory reference framework for managing any labor issue affecting cabin crew at Spanish bases.

What does this regulation establish?

The III Collective Agreement regulates the working conditions of EasyJet flight attendants in Spain in three main areas:

The agreement was negotiated between EasyJet Airline Spain, Branch in Spain, and the unions USO (Unión Sindical Obrera) and SITCPLA (Sindicato Independiente de Tripulantes de Cabina de Pasajeros de Líneas Aéreas), which represent flight attendants hired in Spain. Its scope of application covers all EasyJet bases in Spain.

The agreement extension is automatic and annual: if neither party formally denounces it before its expiration on August 31, 2028, it will automatically renew for periods of one year.

Economic and operational impact

Although the published summary does not detail specific salary tables or specific salary increases, the agreement has direct operational consequences for managing the flight attendant workforce in Spain:

• Legal certainty in personnel management: The company has a negotiated and registered framework that reduces the risk of individual litigation over working conditions.
• Mandatory mediation mechanism: Before any collective dispute reaches the courts, it is mandatory to go through mediation before SIMA (Servicio Interconfederal de Mediación y Arbitraje). This can reduce costs and conflict resolution times.
• Forced renegotiation in 30 days: If a court declares any clause of the agreement illegal, the company and unions have a maximum period of 30 days to renegotiate it. Ignoring this deadline can create regulatory gaps with operational impact.
• Active Joint Commission: The creation of a body of up to 10 members implies management costs (meetings, minutes, interpretations) and the obligation to channel interpretive questions through this body before making unilateral decisions.
• Automatic renewal: If the agreement is not denounced before August 31, 2028, conditions remain unchanged, which can be an advantage or a risk depending on the evolution of the aviation labor market.

Who does it affect?

• EasyJet Airline Spain, Branch in Spain: As the company obligated to apply the agreement at all its Spanish bases.
• Flight attendants (TCP) hired in Spain by EasyJet, regardless of the base where they operate.
• HR and labor relations departments of EasyJet Spain, which must manage the Joint Commission, mediation processes before SIMA and renegotiation deadlines.
• USO and SITCPLA unions as signatory parties with specific rights and obligations in monitoring the agreement.
• Labor advisors and lawyers providing services to EasyJet Spain or affected flight attendant workers.

Practical example

Imagine that EasyJet Spain and a group of flight attendants from its Madrid base enter into a collective dispute over the interpretation of a health and safety clause in the new agreement.

Under the III Collective Agreement framework, the process would be as follows:

1. Before going to court, it is mandatory to submit the dispute to mediation before SIMA. Skipping this step would invalidate any subsequent legal action.
2. If during the process it is detected that the clause in question could be contrary to law, the Joint Commission (of up to 10 members) must intervene to interpret its scope.
3. If a court finally declares the clause illegal, company and unions have exactly 30 days to renegotiate it and fill the regulatory gap.

This structured process protects both parties and reduces operational uncertainty, but requires that the HR team is well versed in the agreement's deadlines and mechanisms to avoid non-compliance through ignorance.

What should companies do now?

1. Verify retroactive application: The agreement came into force on March 1, 2025, although it was published in the BOE on August 22, 2026. Review whether there are working conditions that should have been applied from that date and have not been applied correctly.
2. Establish or update the Joint Commission: Ensure that the monitoring body is operational, with a maximum of 10 members, and that its meeting and interpretation procedures are defined.
3. Update collective conflict protocols: Incorporate the mandatory mediation step before SIMA in any internal protocol for managing collective labor disputes.
4. Mark August 31, 2028 on the calendar: Decide in advance whether to denounce the agreement or allow it to renew automatically, and begin negotiation preparation with sufficient time.
5. Review all clauses with labor advice: Identify possible clauses that could be challenged judicially to anticipate the 30-day renegotiation period if necessary.
6. Communicate the agreement to the entire flight attendant workforce: Affected workers have the right to know the full content of the agreement that regulates their working conditions.

Official source

View complete regulation in official source (BOE-A-2026-18028)

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-18028