Wage negotiations have broken down between FlySafair and its cabin crew. (Photo: Wikimedia Commons) 
It was almost too good to be true when a FlySafair cabin attendant (who was following proceedings on a Teams call on a precariously perched smartphone) said “they’re voting now, it should be resolved shortly”. However, wage talks between FlySafair and the SA Cabin Crew Association (Sacca) broke down a couple of hours later.
The airline confirmed to Daily Maverick on Thursday that operations continue to run smoothly and on schedule, with all flights departing on time and forward schedules fully protected.
The company and Sacca met again on Thursday in pursuit of a settlement. Following extended discussions at the CCMA, FlySafair tabled an improved multiyear offer, which the union took to its members for consideration.
Take these broken wings
Regrettably, the membership voted against accepting the proposal. The airline insists that it has consistently tabled an offer that remains one of the most competitive in South Africa this year.
The proposal includes:
- A guaranteed 7.5% annual bonus;
- Salary increases now ranging from 6% to 6.9% each year;
- Additional allowances and progression increases, and
- Improvements to uniform and commission structures.
Taken together, these terms represent total annualised improvements of well more than 19% which is significantly above the national average of 3% to 5% increases granted by most employers in 2025.
“We’ve worked hard to put forward an offer that is both generous and sustainable with a genuine intention to find constructive resolution,” said marketing chief Kirby Gordon on Friday.
Read more: Flysafair goes on lockout offensive in cabin crew labour dispute
“It’s unfortunate that the union’s leadership is only now fully engaging deeply with the details of an offer that has been on the table for quite some time. We believe the terms speak for themselves and represent exceptional value for our cabin crew.”
Learn to fly again
While FlySafair remains open to constructive dialogue, the company says that many of the issues now being raised relate to interpretation, not substance. The figures and timelines have been consistent throughout the process, and the company continues to communicate transparently with all employees.
The airline remains fully operational, with more than two-thirds of its cabin crew rostered for duty, and no impact on passengers anticipated.
/file/dailymaverick/wp-content/uploads/2024/05/ED_203836.jpg "Operating 16 aircrafts, 2,558 flights and with capacity to fly 457,950 passengers, FlySafair became the country’s largest domestic airline in December 2019, six years after it was founded. (Photo: Gallo Images / Jacques Stander)")
Sacca is betting that the CCMA will issue a certificate of non-resolution (strike certificate), which will formalise the picketing rules governing any future demonstrations by its members.
The union has had the right to call a strike for some time, given that more than 30 days have passed since a formal dispute was declared at the CCMA, but this procedural step formalises that position.
Midnight flight
In parallel, FlySafair will be putting its latest and most comprehensive offer directly to all cabin crew employees for consideration. Staff had until midnight on Saturday, 8 November to indicate acceptance.
To date, more than 46% of union-affiliated members have already accepted the company’s previous, less-favourable offer, signalling strong internal support for FlySafair’s approach and confidence in the company’s proposal. These union members have all returned to work.
The company has also approached the CCMA under section 150 to ensure the continued involvement of senior commissioners in facilitating a resolution that protects both the workforce and the travelling public.
Wait, what’s a section 150?
Section 150 is a seldom-used provision that allows the CCMA director to step in when a dispute threatens to have a wider public impact or when normal conciliation has failed. Such interventions are typically reserved for high-stakes industrial disputes, such as those affecting essential services or major employers, where senior commissioners can mediate directly to prevent escalation or disruption.
“Our focus remains on maintaining stability, transparency and fairness,” Gordon added. “We respect the rights of all employees to be heard, but equally, we have a responsibility to protect the sustainability of the company for every one of the over 2,000 people we employ.
“We note the union’s public statements suggesting that FlySafair has acted dishonestly or shifted the goalposts during this process. We reject these accusations outright. At every stage our goal has been to find a swift and fair resolution. The facts and figures of our offer have remained consistent and transparent throughout, and it is unfortunate that misunderstandings about the details have delayed progress on what is, by any standard, an exceptionally generous proposal. ” DM