A new wave of strikes by Ryanair cabin crew has been organized by the USO and Sitcpla unions. The unions have reconvened to press demands, with a scheduling pattern that sees work stoppages occurring weekly from Monday through Thursday. The planned actions stretch from early August to early January, affecting essential operations across the company and reflecting a continuing push for better terms. This is the third round of actions this summer, following earlier stoppages in late June and a two-week period in July with multiple days of disruption. In total, the strike calendar encompasses six days in June, including dates 24, 25, 26, 30, and two days in July, followed by a twelve-day sequence later in July, covering 12 to 28. The goal is to bring attention to cabin crew grievances and the need for decisive negotiations with the airline.
Ryanair dominates the Spanish market in terms of passenger numbers and route breadth. The airline offers more than 650 routes from Spain and maintains a network with several key bases nationwide, including Madrid, Barcelona, Malaga, Alicante, Seville, Palma de Mallorca, Valencia, Girona, Santiago de Compostela, and Ibiza. The Spanish Ministry of Transport, Mobility and Urban Agenda has stipulated minimum service levels up to 85 percent in many cases. For domestic flights within the islands, maintenance of service ranges between 68 and 85 percent, while some routes with travel times exceeding five hours by public transport may see lower minimums. The minimums can vary from about 60 percent to 36 percent for certain domestic services, with additional adjustments for international routes and longer itineraries, reflecting a balancing act between flight coverage and coverage during disruption.
The unions have been attempting for months to negotiate the initial collective agreement with Ryanair. According to USO, the airline has shown resistance to entering substantive negotiations for cabin crew terms. After a previous strike round in January 2019, an agreement was reached between Ryanair and its recognized representatives. USO and Sitcpla, serving as cabin crew representatives, have emphasized their aim to initiate first collective bargaining with the airline. Among the union demands are commitments to terminate contracts through intermediaries and to move toward direct employment with the company. In mid-year, both unions engaged with workers around these issues, seeking a formal framework for a lasting agreement. The issues raised included patterns of employment and the desire for direct, lasting contracts with the airline rather than through agencies.
The COVID-19 pandemic interrupted negotiations as airlines faced an extended pause in operations. Last autumn, discussions between USO, Sitcpla, and Ryanair resumed, but in May a new conflict emerged when Ryanair reportedly left the negotiating table. The situation created tension with another formal agreement signed with a separate union federation, and USO and Sitcpla continued to press their case for a comprehensive cabin crew agreement. The unions estimate a significant portion of the workforce, including thousands of cabin crew and related staff in Spain, would benefit from a direct-employment framework rather than contractor-based arrangements.
Recently, USO has raised concerns about dismissals tied to performance and attendance, arguing that the airline has sent letters to workers on sick leave with warnings of potential discipline. The union describes the letters as part of a broader pattern of pressure that undermines morale and safety on the job. Union leaders have pointed to enforcement practices that emphasize attendance monitoring and the risk of disciplinary actions if attendance metrics do not show marked improvement. USO contends that labor authorities have not adequately addressed what they view as repeated labor abuses by Ryanair, calling for rebalancing of labor relations and protection for workers who report health-related absences.
Overall, the dispute centers on negotiating a first collective agreement that would define terms of employment, the use of direct hires versus agency workers, protections for health-related absences, and the stability of schedules for cabin crew. United by their aim for fair and secure working conditions, the unions continue to press Ryanair for meaningful dialogue. The airline’s response and the path toward a resolution will shape the dynamic of Spain’s aviation labor landscape in the months ahead, with workers watching closely how management addresses concerns over contracts, staffing practices, and the safety framework essential to reliable flight operations.