Labor inspectors in Spain have approved arrangements involving Ryanair, CrewLink, and certain workforce agencies to hire hourly cabin crew (TCP) while avoiding the national minimum wage rules. The penalty range cited can extend from 751 to 7,500 euros, depending on the findings and the regulatory framework involved.
USO Sector Aéreo announced these developments on Thursday, reiterating a complaint filed in 2022 that highlighted ongoing use of recruitment agencies that operate outside the legal framework. The union stressed that Ryanair has not complied with a court decision and continues to rely on these agencies despite judicial clarifications.
The Labor Inspectorate’s order states that the workers were employed on a full-time basis and that their wages should align with the year’s minimum interprofessional salary (SMI) since there was no valid nationwide collective agreement covering these roles.
According to the contracts reviewed by USO, compensation often included pay for each scheduled block flight hour. In some cases, this hourly rate was paired with (or replaced by) a fixed annual salary, creating a mix of wage structures for the same job category.
The Labor Inspectorate found that most of Ryanair’s Madrid-based TCP contracts set the gross annual salary at a ceiling near 9,000 euros, with hourly pay ranging from 6.68 to 16.22 euros depending on the subsidiary involved. Notably, the first monthly payroll amounts often fell below the SMI, signaling potential underpayment despite full-time status.
Auditors noted that, because these roles are considered full-time positions, the company bears a clear obligation to ensure that each employee receives at least the annual minimum remuneration established for the year, even when part of the pay depends on flight hours actually performed. The regulator emphasized that the minimum interprofessional salary should be guaranteed on a monthly basis as a baseline for payroll compliance. [Attribution: Labor Inspection Authority findings; USO Sector Aéreo report]
These findings come after a sustained examination of contracts and payroll practices tied to Madrid-based TCP assignments, with attention to how compensation is calculated and whether it adheres to the country’s wage protections. The case underscores the tension between flexible scheduling practices common in the aviation sector and the statutory wage protections designed to support workers across full-time employment. [Cited summary: USO Sector Aéreo]