As part of the AFAP’s log of claims, we have proposed the creation of a combined seniority list between Jetstar Australia and Jetstar New Zealand, using what is commonly known as a "Y Integration" model.
We have since received several enquiries from members about this proposal, particularly regarding its basis and potential impact on current Jetstar Australia pilots. These are valid questions and concerns, and we acknowledge that seeing the claim without proper context may have caused uncertainty.
This update aims to clarify the basis, benefits, and protections associated with the proposal.
What is a Y Integration Seniority List?
A ‘Y’ Integration model ensures that all existing pilots on the Jetstar Australia (JQAU) and Jetstar New Zealand (JQNZ) seniority lists are not disadvantaged and retain priority for any opportunities within their own entity, while enabling seamless access to opportunities at the other entity.
Essentially this is achieved by Jetstar Australia and Jetstar New Zealand maintaining their own seniority lists, with pilots from the other entity being placed to the bottom of the list in the order of their original seniority (no-re-ordering of lists).
This means that:
- existing Jetstar Australia pilots retain full command, promotion, and base bidding rights for any opportunities in Australia are not displaced by JQNZ pilots under this model.
- existing Jetstar Australia pilots will be ranked below all current Jetstar New Zealand pilots for opportunities in New Zealand.
New hires would be placed at the bottom of both lists, regardless of which entity they joined.
A Y Integration Seniority Model can be best illustrated by below:
Importantly, under Y Integration no current Jetstar Australia pilot is disadvantaged in any way.
We note that ‘Y’ integration was successfully implemented across the Virgin Australia Group, beginning with a straight ‘date of joining’ integration of long haul (V Australia) and short haul (Virgin Australia) pilots onto a common Group Date of Joining List. Virgin New Zealand pilots were then added to the bottom of that list in order of seniority.
Subsequently, when Virgin acquired SkyWest (now VARA) and Tigerair, the VARA and Tigerair pilots were also added to the bottom of the Group List.
This process resulted in a unified group seniority structure spanning five different entities. Pilots retained their promotion and bidding priority within their respective operations, while gaining access to broader group opportunities.
The AFAP played a central role in negotiating and safeguarding these outcomes, ensuring no existing pilot was disadvantaged throughout the process.
How and why would Jetstar New Zealand Reciprocate?
While the Jetstar Australia EA can be updated through bargaining to give effect to a joint seniority list, there are also legal mechanisms available to ensure Jetstar New Zealand reciprocates.
Specifically, a Deed of Agreement could be established between the AFAP, Jetstar Australia, Jetstar New Zealand, and NZALPA, which would:
- Legally bind Jetstar New Zealand to the agreed seniority arrangements
- Require Jetstar New Zealand to seek a variation to their existing agreement
- Ensure Jetstar Australia pilots are added to the bottom of the JQNZ list, in order of their seniority, as of a mutually agreed date
- Prevent Jetstar New Zealand pilots from accessing opportunities in Australia until full reciprocity is in place
This Deed would mirror the approach taken during the Virgin Australia Group integration process and provide the necessary protections and legal certainty to implement a fair and enforceable Joint Seniority List.
Why have we proposed a Joint Seniority List with Jetstar NZ?
The AFAP has proposed a joint seniority list with Jetstar New Zealand (JQNZ) as a strategic and incremental step toward achieving broader Group Seniority across the Qantas Group.
Jetstar New Zealand was chosen as the starting point for several clear and practical reasons:
- Operational Commonality: JQAU and JQNZ operate under the same Air Operator’s Certificate (AOC), fly the same aircraft type, and follow identical licensing, training, and check systems.
- Shared Management: Both entities are managed under a single leadership structure, further aligning operations and making integration more administratively feasible.
- Industrial Cooperation: Jetstar New Zealand pilots, via NZALPA, have expressed a strong appetite to pursue a combined Jetstar seniority list. Rather than being a barrier, they are likely to be active facilitators of the process.
While this concept was not specifically surveyed, we considered it a logical extension of the longstanding pilot aspiration to break down silos within the Qantas Group and create addition career opportunities for Jetstar pilots. Importantly, the underlying premise was always that no existing Jetstar Australia pilot would be disadvantaged by preserving all existing command, promotion, and base-bidding rights with Jetstar Australia.
In essence, our logic was to prove the concept with an aligned entity first, where implementation is both feasible and mutually supported, before expanding the model to other parts of the Group, such as Qantas Mainline, where resistance and complexity are likely to be higher.
What about Group Seniority with Qantas?
Following consultation with members and the JPF, it is clear there is strong interest in pursuing broader Group Seniority, including integration with Qantas Mainline.
As a first step, the JPF has formally written to the Jetstar AIPA Subcommittee, seeking their support and endorsement to progress this initiative during upcoming bargaining rounds. We fully acknowledge that any Group Seniority model involving Qantas will require collaboration between AFAP and AIPA, and extensive consultation with affected pilot groups across the Qantas Group
However, we believe this is a critical opportunity to move beyond siloed airline entities and work toward a more unified pilot career framework.
While the mechanism for integration with Qantas is still to be defined, the guiding principles would remain consistent:
- No existing Jetstar pilot would be disadvantaged
- Jetstar pilots would gain direct access to Qantas Mainline roles without needing to resign and restart at the bottom of the Qantas seniority list
We recognise that this process would involve a complex negotiation framework, legal and industrial considerations and the support and involvement of both pilot unions, impacted pilots and corporate stakeholders
That said, we believe a Y Integration model, similar to what is proposed with Jetstar NZ, offers a viable conceptual framework. This would allow each entity to maintain its own seniority list, while enabling reciprocal access to opportunities across the group, without displacing any current pilots.
The goal is simple but significant: create fair, transparent, and expanded career opportunities across the Qantas Group, while upholding and protecting the rights of all existing pilots.
If you have any questions, your pilot representatives and AFAP industrial officers Deanna Cain, Pat Larkins or Andrew Molnar are available to assist via email jetstar@afap.org.au or call (03) 9928 5737.
Regards,
AFAP Jetstar Pilot Federation Committee
Andrew Ward, Ben Bollen, Chris Gibson, Christo Hailes, Clinton Baxter, Daniel Blakemore, Darren Fielder, Darren Davis, Dominic Corcoran, Ed Greenidge, Jake Gainger, Jordan Moras, Paul Hogan, Raj Krishnan and Michael Dwyer.