Iberia Reaches Preliminary Agreement with Cabin Crew Unions to Extend Collective Bargaining Agreement Through 2028
Iberia and the unions representing its Passenger Cabin Crew (TCP)—UGT, SITCPLA, Independent Cabin Crew Candidature (SITCP), and CC.OO.—have reached a preliminary agreement that includes a series of wage, labor, and contractual improvements. The deal also proposes extending the 18th Collective Bargaining Agreement until December 31, 2028. This tentative pact, still pending ratification by union assemblies, builds on the remuneration model previously agreed with the company’s pilots.
According to Iberia, the new framework would grant cabin crew consolidated salary increases of up to 1% and non-consolidated increases of up to 2.65%, linked not only to the airline's financial performance but also to operational excellence indicators such as punctuality, productivity, and Net Promoter Score (NPS). These increases would apply on top of previously agreed wage tables, which already included a 2.5% consolidated and 1.85% non-consolidated raise due to the group’s EBIT targets being met in 2024.
The agreement also includes a one-time, non-consolidated bonus in 2025, equivalent to the Christmas and summer payments. Iberia says this move aims to “share the strong results achieved” with cabin crew.
In terms of wages, the document outlines a specific pay increase for entry-level ranks (levels 12 to 8) through a higher guaranteed travel allowance, ensuring that monthly salaries do not fall below the national minimum wage (SMI). Iberia notes that monthly adjustments will be made in exceptional cases to meet this threshold.
Annual wage increases by level are as follows:
- Level 12: €2,700
- Level 11: €2,040
- Level 10: €1,750
- Level 9: €1,420
- Level 8: €700
Among what Iberia describes as “historic demands of the group,” the agreement introduces a €300 monthly incident bonus, which will be applied whenever operational disruptions occur. The company specifies that crew will not be scheduled for consecutive months of incidents or vacation, except in exceptional cases.
On the benefits side, the agreement maintains the current Special Leave of Absence scheme, increasing the annual cap from 50 to a maximum of 125 TCPs. All pending 2024 requests that were previously denied due to the cap being exceeded will also be approved. Iberia confirms that employees may choose the Special Agreement amount under the same conditions that existed prior to this new deal.
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The document also introduces a mechanism to rationalize contribution bases for those who opt in voluntarily, with the guarantee that their contributory pensions will remain unaffected. Those choosing this option will receive 30% annually of the difference between the unrationalized and rationalized base.
Another notable provision is the reimbursement of the 2021 Loreto Fund through a one-time, non-consolidated payment. Iberia describes this as “one of the most significant demands in recent years by the TCP group.”
Operationally, the agreement introduces compensation for flight rescheduling (pairings): if the start time is delayed to the following day, an additional per diem will be granted. On long-haul flights operated with incomplete crews on both legs, compensation equivalent to two Wide Body per diems will be awarded.
From a staffing perspective, the preliminary deal provides for the conversion of all fixed-discontinuous TCP contracts into standard permanent contracts—a move that, according to Iberia, will affect over 230 workers.
The company says this agreement reflects its intention to “extend a profit-sharing model to more employee groups,” and confirmed plans to initiate negotiations with Ground Staff in pursuit of similar terms to those reached with pilots and cabin crew.
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Contando la aviación desde marzo del año 2000. Fundador y Managing Editor de Aviacionline. Base: ROS Origen: RES
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