By Johnathan Paoli
After nearly two weeks of industrial action, labour union Solidarity has announced the reaching of a settlement between FlySafair and its members.
Solidarity deputy general secretary for public industries Helgard Cronje described the agreement as a bare minimum of what should have been standard practice from the outset.
“There are no winners in this process. While the agreement is an important step, there are still some concerns that it only protects the most basic rights of the pilots. It is tragic and unacceptable that an employee has to strike for 12 days to obtain written confirmation from an employer for basic protective measures,” Cronje said.
The deal was facilitated by the Commission for Conciliation, Mediation and Arbitration (CCMA).
It marks a return to work for pilots, but not without significant strain on the airline’s internal labour relations and its public image.
The new agreement replaces FlySafair’s controversial “soft rules” governing pilot schedules with a fixed shift roster system.
These “soft rules” had previously allowed management broad discretion in altering shifts, leading to widespread dissatisfaction among pilots who were subject to unpredictable working hours and minimal rest.
Now, pilots are guaranteed at least one 60-hour weekend off in every six-week cycle and a minimum of nine full weekends off per year.
While FlySafair has not committed to guaranteeing one full weekend off each month, the arrangement marks a notable improvement in work-life balance.
Pilots who are required to work on their scheduled days off will be able to reclaim that time in the following month.
They will also have the flexibility to exchange shifts amongst themselves, and a minimum of 10 days off per month is now enshrined in the agreement.
The deal also includes a series of salary increases of 6%, 6.5%, 6.8%, and 6.9% annually over the next four years.
These increases apply not only to base salaries but also to travel, accommodation and medical allowances.
Pilots flying more than 65 hours per month will receive additional compensation.
In recognition of the financial strain caused by the “no work, no pay” principle during the strike, they will receive a once-off ex gratia payment amounting to 15% of their monthly salary and will be allowed to cash in five days of leave to help ease the immediate impact.
Despite the resolution, the path to settlement was fraught with conflict and what Solidarity describes as a “toxic” breakdown in labour relations.
The union criticised the company’s handling of the dispute, saying Solidarity was forced to resort to media statements and open letters to communicate, while simultaneously countering misinformation allegedly circulated by FlySafair.
Solidarity commended CCMA senior facilitators Duduzile Madubanya and Mahmood Fadal for their tireless work in brokering a deal under extremely tense circumstances.
While the agreement brings immediate relief, Solidarity has warned that the underlying damage to trust between pilots and management has not been fully repaired.
The union has called for a comprehensive review of FlySafair’s approach to labour relations, cautioning that failure to improve communication and mutual respect could jeopardise future stability and retention of skilled staff.
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