United Airlines is claiming progress toward an agreement in its long-running contract negotiations with flight attendants, while also publicly pressing the union over what it calls costly operational demands.
United Claims Progress In Flight Attendant Talks As Contract Negotiations Enter “Critical Phase”
United Airlines is telling its flight attendants that negotiations with the Association of Flight Attendants (AFA) are approaching a make-or-break stretch, with bargaining sessions scheduled for March 3–6 and March 24–27 in Washington, D.C.
In a new internal update from Nathan Lopp, United’s VP of Labor Relations, to flight attendants shared with Live And Let’s Fly, the airline said it has made “good progress” and sees the upcoming sessions as a “clear opportunity to finalize the framework for an agreement,” while reiterating that it has already put a proposal on the table that would deliver the highest flight attendant pay among U.S. carriers.
“Earlier this month, United offered a proposal that would deliver the highest flight attendant pay among U.S. carriers. Over the term of the agreement, pay for EVERY flight attendant at EVERY level would be top of industry.”
According to United, its proposal would make pay for “every flight attendant at every level” top-of-industry over the term of the agreement. However, the carrier also acknowledged there are still “significant gaps” and pointed to unresolved issues tied to work rules and costs.
United Says A Deal Is Close, But Points To “Significant Gaps”
United argues the sticking points are not about whether flight attendants should be paid more, but how to fund additional changes AFA is seeking, particularly those affecting scheduling, staffing, and other operational rules.
The company says some demands would “materially change” how the airline operates and add significant costs beyond the framework of what it calls TA1, a previously discussed tentative agreement structure. United claims it has offered alternatives designed to balance improvements with financial sustainability, but says those proposals were rejected without counteroffers.
It is a familiar script: management emphasizes its willingness to pay, but frames work-rule changes as disruptive and expensive. Meanwhile, many flight attendants have told me that work rules, scheduling, and quality of life are exactly the issues that matter, with increased pay being a forgone conclusion based on what other carriers already pay their flight attendants.
One of the more interesting details United highlighted involves Personal Time Off.
United says it proposed gradually reducing unpaid Personal Time Off by 0.25% per year, framing that as a way to offset the cost of other improvements. The airline emphasized this would not reduce hourly pay, wages, or take-home pay, because Personal Time Off is unpaid and separate from vacation.
United also noted that no other major U.S. carrier offers the same unpaid Personal Time Off structure and framed its proposal as moving toward industry alignment while preserving flexibility such as trip trades, drops, and swaps.
“This proposal would align our contract more closely with industry standards while preserving existing scheduling flexibility, including trip trades, drops, swaps and other scheduling tools.”
From United’s perspective, this is a reasonable tradeoff to fund gains elsewhere. From labor’s perspective, any reduction in flexibility often feels like an unworkable concession, no matter how it is packaged.
Why United Waited (And A Poignant Comparison To American Airlines)
United also attempted to explain why its flight attendants have gone so long without a new contract.
According to the memo, AFA leadership made a strategic decision to wait for other carriers, particularly American Airlines, to finalize agreements before concluding talks at United. United also noted that AFA loaned its chief negotiator to American during those talks and later replaced the United negotiating committee before resuming discussions after American reached an agreement.
“This was AFA’s choice. AFA leadership previously stated that its negotiation strategy was to wait for other carriers to complete agreements before finalizing one at United. In fact, AFA loaned their Chief Negotiator to American to help with their negotiations. After American reached its agreement, AFA replaced its United negotiating committee, brought back its Chief Negotiator and resumed negotiations at United. We have been ready to get a deal done – that’s why the cost of our labor deal with flight attendants was accounted into our 2025 and 2026 financial projections and guidance.”
In a not-so-subtle comparison, United highlighted profit-sharing disparities. The airline claimed that a United flight attendant earning $75,000 received about $3,400 in profit sharing last year, compared to roughly $225 for an American flight attendant at the same pay level.
That comparison is clearly meant to underscore United’s broader compensation philosophy (though I must point out that profit sharing is inherently variable and not a substitute for base pay and enforceable work rules…).
In short, United has a number in mind that it claims (contrary to what our favorite Delta Air Lines advocate says) has already been asked into guidance for this year and last. I sense United does not really care how the deal is structured as long as its numbers are met.
CONCLUSION
United is signaling confidence that a deal is within reach while also laying the groundwork for a narrative if talks stall again: industry-leading pay is on the table, but the union is asking for “unreasonable” changes that United says would fundamentally drive costs higher and leave in at a competitive disadvantage with other carriers.
Of course, flight attendants are not just negotiating for a better paycheck. They are negotiating for scheduling control, staffing levels, rest protections, and a quality-of-life contract that feels worth the wait after years of inflation and stagnant pay.
The upcoming negotiation sessions should reveal whether this really is the final stretch, or whether both sides remain too far apart…I see United with the upper hand here and hope that that AFA has properly understood what its members prioritize, secure those priorities, and get a deal ratified that will finally leave flight attendants with a big bump in pay.
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