Atypical Employment: Bogus Self Employment & Pay to Fly 

Atypical employment in aviation refers to employment arrangements that deviate from traditional, full-time, permanent contracts. These include temporary, part-time, and/or self-employed contracts, often leading to precarious working conditions. The European Cockpit Association (ECA) and its Members Associations, among which the Belgian Cockpit Association (BeCA), highlight the dangers of such employment practices in the aviation industry.

From their perspective, atypical employment threatens pilots’ job security, safety, and well-being. Temporary or freelance pilots face unstable working conditions that can result in financial insecurity. 

Atypical employment often results in fragmented working hours, irregular training schedules, and a lack of consistent career development opportunities. Pilots in these arrangements may be excluded from important benefits like pension schemes, sick leave, and other protections typically available to full-time employees. Consequently, this can increase stress and fatigue, negatively affecting both their performance and the overall safety of air travel.

Seasonal part-time employment can be useful in managing peak season periods, providing airlines with flexibility while offering pilots additional work opportunities. Yet, it must be strictly regulated to prevent abuse. There is a risk that some airlines could exploit seasonal contracts to bypass stable employment models, leading to a race to the bottom in working conditions.

The BeCA, along with the ECA, argues that the shift toward atypical employment in aviation undermines the core principles of safety, professionalism, and workers’ rights. Both organizations advocate for stable and fair employment contracts that ensure pilots’ well-being, job security, and access to necessary benefits.

The Belgian Cockpit Association (BeCA) also opposes Pay to Fly (P2F), a system where young pilots must pay to accumulate flight hours, as it is a form of exploitation. This model creates unfair competition, favouring wealthier candidates over skill and experience. It undermines aviation safety, as financially pressured pilots may compromise their focus and training. P2F devalues the profession by normalizing the idea that pilots should pay to work. It also threatens employment conditions, encouraging airlines to adopt such practices instead of offering fair contracts. Moreover, it lowers training standards, pushing some pilots to seek flight hours without proper supervision. This system fuels a vicious cycle of job insecurity, making it harder for young pilots to find paid employment. Ultimately, it weakens the entire industry, driving down wages and working conditions for professional pilots.