QPC Briefing No 13 2025
LH EA11 Negotiation Update - Measured Progress, Strategic Caution
A Different Bargaining Environment
As we have previously shared, this round of bargaining is fundamentally different from EA9 and EA10.
Past EAs were shaped by Company ultimatums - threats to flying, internal division, and ballots held under pressure. Many pilots felt compelled to accept concessions under the weight of these tactics.
EA11 is not characterised by survival or threats - but by the Company’s stated need for structural reform. They are pursuing long-planned, strategic shifts that are not about short-term necessity, but about long-term positioning and competitive advantage. That distinction matters. It also changes the dynamic.
Long haul pilots played a critical role in helping Qantas survive the pandemic - enduring extended unpaid stand-downs, long periods in quarantine lockdowns, and ongoing disruption to their personal lives, all while maintaining professionalism and operational integrity. Since borders reopened, pilots have worked relentlessly to rebuild the network and restore the Qantas brand, often standing as the last line of defence in an operation at breaking-point.
All of this follows two successive enterprise agreements that saw the most significant erosion of pilot conditions in a generation. Pilots have absorbed those sacrifices. EA11, by contrast, is taking place in a fundamentally different environment - and pilots now find themselves in a comparatively strong position.
Importantly, pilots are under no obligation to give up existing conditions. If the Company is seeking structural reform and material changes to how pilots work, then those changes must be accompanied by meaningful improvements, health and safety mitigators and entitlements. Pilots must be properly incentivised, not pressured, to support enduring change.
Update from this Week’s Meeting
We met with Qantas this week in a constructive session. Encouragingly, the Company has moved in some areas of their position - a sign that the reality of the environment we find ourselves in is being recognised.
However, there remain serious concerns with elements of their current position. Most notably, Qantas is proposing to tie three major claims to the introduction of a bonus scheme. We do not believe this part of the package, as currently constructed, meets the threshold for support.
Bonus Offset Proposal - Key Concerns
A proposed bonus scheme is currently linked to the following three claims:
- Increased pre-duty contractibility (within the 15-4 window) - this introduces additional fatigue concerns and is widely unpopular.
- Removal of first class duty travel entitlements - in its current form, this does not constitute a fair or reasonable trade.
- Reserved seniority numbers for select Group airlines - Qantas continues to struggle with attracting and retaining sufficient pilots across its expanding network of subsidiary airlines. The current proposal would enable a steady pipeline of pilots into mainline, but in doing so, it significantly increases the risk of further eroding mainlines role and footprint in the group. While we acknowledge the issue Qantas is attempting to resolve, the value of what they’re asking from mainline pilots - both in terms of cost savings and operational flexibility - far exceeds the offset being offered in exchange. The proposed mechanism also lacks transparency, equity, and appropriate safeguards. It risks becoming a tool to prop up retention in the subsidiaries, enabling further outsourcing of mainline flying, thereby directly impacting mainline career progression.
We have made clear to the Company that, on the basis of the information available, we do not support the concessions they have proposed as part of a bonus offset arrangement. We remain open to further discussions and appropriate mitigations of our concerns.
Constructive Areas Remain
Despite these issues, there are encouraging signs within other parts of the Company’s revised position. We are continuing to engage in good faith to see if progress can be made toward a package that meets the expectations of long haul pilots.
It is important to note that the Company’s current position on C and B scale Second Officers will require some meaningful improvement before it can be considered supportable. We continue to remind the Company of the universally unpopular nature of these structural inequalities and have made it clear that additional pay increments are needed to mitigate against career stagnation - an issue that many Qantas pilots have already experienced, in some cases repeatedly.
Looking Ahead
Throughout these negotiations, we have shown patience and a willingness to compromise in good faith. But pilots rightly have a clear expectation that any package must reflect the value of what is being asked in return.
We continue to send a consistent message: claims that carry operational or fatigue risk, undermine equity, or fail to deliver meaningful value to pilots will not gain support. Across the pilot group, there is a strong sense of alignment on this principle - and a clear willingness to hold the line where necessary. Our strategy remains focused and disciplined:
- Engage constructively, without compromising on core priorities
- Continue to negotiate in good faith
- Seek an outcome that delivers enduring value for pilots
- Maintain the unity and resolve that continues to underpin our strength at the table
We will keep you informed as negotiations progress.
Questions and Feedback
For further information regarding LH bargaining or if you have any questions or feedback please contact your AFAP Qantas Pilot Council at qpc@afap.org.au, or the AFAP legal and industrial team of Senior Legal/ Industrial Officer Pat Larkins (patrick@afap.org.au), Senior Industrial Officer Deanna Cain (deanna@afap.org.au) or Executive Director Simon Lutton (simon@afap.org.au).
Regards,
AFAP Qantas Pilot Council
Michael Egan – Chair
Mark Gilmour – Vice-Chair
Rob Close – Secretary
Michael Armessen – Committee Member
David LaPorte – Committee Member
Josh Chalmers – Committee Member