As many of you are aware, Air Canada published an announcement on July 3, 2026, in IFS News under “Employee Focus,” advising employees that it will be reducing bilingual cabin crew coverage on selected overseas widebody flights. According to the Company, some flights that previously operated with two bilingual cabin crew members will now operate with only one. Air Canada has indicated that this temporary measure is expected to remain in place into the fall.

Air Canada spokesman Christophe Hennebelle said the measure will affect a dozen international routes from Toronto and Vancouver, such as Vancouver-Manila or Toronto-Osaka.

The Company’s message is reproduced below for your reference.

Message from Andrew: Temporary adjustment to Bilingual crew coverage for summer flying

As we move into our peak summer travel period, our YUL operation sees a significant increase in flying that requires Bilingual cabin crew. In previous years, this has been supplemented through new hires. This year, however, a combination of fleet delivery delays and schedule adjustments has resulted in fewer opportunities to grow our Bilingual population during the summer period.

Our planning teams continue to carefully manage resources to support our operation. We are making a
temporary adjustment to Bilingual crew coverage on select widebody routes, this means some overseas
widebody pairings will operate with one Bilingual crew instead of two. This will continue into the Fall.

This decision was not taken lightly and was informed by the feedback of several other groups, including Official Languages. We reviewed several planning options with the goal of limiting the impact on our crew while continuing to meet our obligations under the Official Languages Act. Ensuring that customers receive service in the official language of their choice is always a top priority, and this approach limits the impact the most, compared to other options that we explored.

The approach being taken is targeted to routes where the operational impact can be managed and where reduced Bilingual crew coverage can be applied in a sustainable way for the summer schedule.

What to do during scheduled crew rest
If French-speaking customers need assistance while the Bilingual crew member is on scheduled crew rest, other crew can use the resources below to support communication:

•  OAM (Pub. 378) section 1.4.1 Expression: includes key translations
  • French pre-recorded contingency announcements are available on Service Directors’ iPads. Turbulence announcement recordings may be played by holding the bottom of the iPad up to the PA system and pressing play. Additional details can be found here: 
• The app “Translate” is available on both the Company-issued iPhones & SD iPads.
• IFE language content, which can support customer inquiries (e.g., French menus).
• Use Aerovocab : AeroVocab.pdf

Thank you all for your professionalism, flexibility and continued support. Your work is essential to helping us maintain service, meet our language commitments and support our customers during one of the busiest periods of the year.

We will continue to monitor the operation closely and keep teams informed as the summer schedule progresses.

As a reminder, free language courses are offered year-round by our Official Languages team. I encourage all of those interested in qualifying in a language they feel comfortable speaking, as well as registering to improve their language skills, especially when it comes to both of Canada’s Official Languages.

Thank you.

Andrew Yiu
Vice President, In-Flight Service and Air Canada Rouge

What is most concerning is not only the decision itself, but the manner in which it was made.

The Union learned of this change at the same time as our members. There was no advance notice, no meaningful consultation, and no opportunity to discuss the significant operational, contractual, safety, and service implications of this decision.

Unfortunately, this is not an isolated incident. Since the conclusion of collective bargaining in 2025, the Union has witnessed an increasing number of operational decisions being implemented without meaningful consultation, despite their direct impact on our members. Time and again, we have been forced to learn of significant changes only after they have already been finalized and communicated to employees.

Meaningful consultation is more than simply informing the Union after a decision has been made. It requires engaging with your elected representatives before decisions are finalized, allowing concerns to be raised, alternatives to be explored, and the expertise of frontline flight attendants to be considered. This collaborative approach has historically benefited both the Company and our members and has often resulted in better operational outcomes.

Instead, Air Canada has increasingly chosen to bypass that process. As a result, the Union has been left with little choice but to pursue numerous policy grievances to challenge unilateral changes to long-standing practices and collective agreement provisions. Filing grievances should never become the primary means of consultation, yet that is increasingly what we are seeing.

This latest decision regarding bilingual staffing is another example of that troubling pattern.

For several years, the Union has consistently raised concerns with Air Canada regarding the shortage of language-qualified cabin crew. We have repeatedly encouraged the Company to proactively invest in language recruitment and comprehensive language training for employees who wish to become language qualified. Rather than addressing the root cause, the Company continues to rely on temporary measures that simply shift the burden onto frontline employees.

Once again, this is a short-term solution being used to address what is clearly a long-term staffing issue.

Many of our bilingual members already experience the effects of this shortage through “unstacking,” where they are regularly removed from their preferred flying because there are insufficient language-qualified flight attendants available to meet operational requirements. This impacts their schedules, quality of life, and bidding preferences while placing additional pressure on a relatively small group of employees.

Instead of expanding the pool of qualified employees through meaningful investment in language training, the Company has chosen to reduce bilingual staffing requirements and rely on translation applications, prerecorded announcements, printed phrasebooks, and onboard reference materials. While these tools may assist in limited circumstances, they are not an adequate substitute for a fully trained bilingual flight attendant who can communicate effectively with passengers, particularly during service recovery, medical situations, emergencies, or other time-sensitive events.

Air Canada has stated that this decision allows it to continue meeting its obligations under the Official Languages Act. However, many members have already contacted the Union expressing serious concerns about the Company’s ability to consistently provide service in both official languages while maintaining the high standard of customer service that passengers expect and deserve.

We also remain concerned about the broader implications under both the Official Languages Act and the Air Canada Public Participation Act. These obligations were not optional commitments—they were conditions established when Air Canada transitioned from a Crown corporation to a publicly traded company. Meeting these obligations requires proper staffing, long-term planning, and meaningful investment, not temporary operational workarounds.

It is equally disappointing that the Company continues to suggest employees voluntarily pursue language training on their own time as the solution to a staffing problem of its own making. While we strongly support members who wish to develop additional language skills, it is Air Canada’s responsibility to invest in developing the workforce it requires. The Company should be actively utilizing its Languages Department to provide comprehensive, employer-supported language training and creating meaningful opportunities for employees who wish to become language qualified before staffing shortages reach this point.

The Union has raised these concerns with Air Canada on numerous occasions. This was an opportunity for the Company to work collaboratively with us to develop a long-term solution that would benefit employees, improve operational stability, strengthen compliance with its statutory obligations, and enhance service for our passengers. Instead, it has once again opted for a temporary measure that does little to resolve the underlying issue.

What You Can Do
If you have questions or concerns regarding this change, we encourage you to contact the Company and copy the Union on your correspondence. Please also forward any responses you receive to the Union so we can continue to monitor this issue.

If you believe this change creates a safety concern during your operation, please contact your Local Health and Safety Committee representative, who can assist you in submitting a formal health and safety concern.

Members or passengers who believe Air Canada’s official language obligations are not being met may also submit a complaint to the Office of the Commissioner of Official Languages. Please remember that this was a company decision and passengers who are concerned should be directed through the proper channels. This was not your decision and therefore you can redirect their complaints.

Office of the Commissioner of Official Languages

Telephone: 1-877-996-6368

Mail: 30 Victoria Street, 6th Floor
Gatineau, Quebec K1A 0T8

When submitting a complaint, include:

• Your name and contact information.
• The date, time, and location of the incident.
• A description of what occurred.
• The federal institution involved.
• Any supporting documentation available.

The Union remains committed to holding Air Canada accountable to its legal obligations, its collective agreement commitments, and its responsibility to meaningfully consult with your elected representatives before implementing decisions that affect your working conditions.

We will continue to pursue every available avenue—including policy grievances, consultations, and other appropriate processes—to protect the rights of our members, advocate for meaningful dialogue, and ensure that both employees and passengers receive the service and respect they deserve.

Govern yourselves accordingly,