Before boarding the plane each day, cabin crew at times face specific grooming and dress expectations. In some cases the guidance includes choosing heels between five and eight centimeters in height, applying base makeup, and wearing eyeliner that matches skin tone with a black mascara. Eyelash extensions marketed as artificial or lengthy are discouraged, and eyeshadow is limited to light gray or light brown. If lipstick is worn, it should be understated. These details illustrate how appearance standards can shape the daily routine of flight attendants.
Meanwhile, the dress code for stewards and stewardesses is described as more restrained, requiring only a clean and neat appearance for work. Some airlines avoid rigid directives on shoes or makeup, yet regulatory bodies have stepped in when complaints arise. In Catalonia, the Labor Inspectorate found enough grounds for action in a complaint from a workers’ union, suggesting a corporate image that is less burdensome and more balanced while still respecting fundamental rights. A fine of thirty thousand euros was reported in connection with this case, as reported by El Periódico of the Prensa Ibérica group [citation].
Stavla sources indicated ongoing reforms, stating, “We are pursuing further action.” They noted the company is revising its style guide to foster an inclusive image, and several crew member suggestions have been incorporated. A recent update to the makeup guide now reflects no gender discrimination or mandatory products, according to statements from Vueling to El Periódico [citation].
The Labour Inspection action against Vueling is among the early cases where appearance policies were challenged on grounds of potential discrimination tied to corporate image. Reports from workers have highlighted that required attire and grooming rules are more commonly imposed on female cabin crew than on male staff. One former employee recalled an airline that mandated a neck scarf and specific spacing, which was measured with a ruler, illustrating the level of control some companies exercise over appearance [citation].
In many instances, make-up or heel requirements are not mandatory in international companies, yet some Spanish firms exhibit a historical mindset that adds cost and obligation for crew members. Socks, lipstick, and other items may effectively be paid for by workers themselves, leading to resistance to removing these rules from collective agreements. Industry observers describe these issues as secondary or less urgent in some circles, though activists argue they reflect broader equality concerns [citation].
In 2019, the USO union filed a complaint against a practice by Ryanair that involved forcing cabin crew to wear skirts or aprons. However, authorities did not make a final ruling, as the company offered the option to wear pants provided by the airline [citation].
Discrimination across sectors
Disparities in treatment based on gender are not unique to airlines. The Labor Inspectorate has documented patterns of similar practices in other sectors, including railway services where female workers faced restrictions on hair dyes, makeup, and hairstyles that did not apply to men. A notable case involved a fine of twenty-five thousand euros following a complaint by a union against a company for discriminatory handling of appearance standards, with other related cases touching events such as the Godó Trophy in 2018 [citation].
Judicial interpretations have varied over time. For example, a 2001 Supreme Court ruling considered that a two-centimeter skirt could not be reasonably justified given working conditions and customer exposure, underscoring that such measures must relate to job duties rather than private life [citation]. The enforcement of equal opportunities and the monitoring of new equality obligations remain priorities for the Labor Inspectorate at both national and regional levels. In Catalonia, the labor authorities reported a surge in actions and violations in 2022 compared with the previous year, underscoring ongoing attention to these issues [citation].