CHICAGO, May 12, 2026, 17:04 CDT
United Airlines flight attendants have signed off on a fresh five-year contract, securing an average 31% bump to base pay, new boarding pay, and $741 million in retroactive wages. The deal wraps up years of negotiations at the Chicago-based airline.
The vote clears a key labor hurdle for United, just as U.S. carriers continue to feel the sting of higher post-pandemic labor bills. United’s recent filing put first-quarter salaries and related expenses up $406 million, a 9.8% jump year over year, and fuel costs weren’t far behind, rising 12.6%.
Boarding pay marks the broader shift here. Historically, flight attendants haven’t received their usual flight pay during boarding, only once the plane’s door shuts. Under the United deal, that changes—flight attendants get paid for that previously unpaid window, something crews have long argued for as they seek compensation for more of their time on the job.
United’s nearly 30,000 flight attendants, represented by the Association of Flight Attendants-CWA, overwhelmingly approved the deal with 82% voting yes and 88.85% turnout among eligible members. The agreement, hammered out at the National Mediation Board with mediator Michael Kelliher’s assistance, now stands ratified.
The deal delivers a 31% base-pay bump this summer, plus boarding pay that tacks on another 7% to 8% on average. Retroactive pay is on the table too. Job security provisions are broader. There’s a cap on red-eye schedules and new “sit pay”—covering those long planned or last-minute waits between flights. Per diem and 401(k) contributions are both up, and paid leave now extends to maternity, parental, and adoption cases. Association of Flight Attendants-CWA
Ken Diaz, who heads the United chapter of the AFA, called the new contract a game-changer for United Flight Attendants in the union’s statement. “Our solidarity delivered the goods,” Diaz said. Association of Flight Attendants-CWA
Sara Nelson, the international president of AFA-CWA, described the deal as one that “leads the industry in total value” for flight attendants. Representing over 55,000 flight attendants across 20 airlines, AFA-CWA brings union heft to the United vote, impacting more than just a single carrier. Association of Flight Attendants-CWA
United, back in March when the tentative deal first surfaced, said the contract would kick in immediate pay hikes once ratified, push top hourly rates to $100 by the end, and add extra pay covering lengthy gaps between flights. At the time, the company pegged the signing bonus pool at $740 million. The union, for its part, on Tuesday put the retroactive pay figure at $741 million.
This agreement comes after flight attendants at United turned down a previous offer just last year. Back in July 2025, 71% voted “no” on a tentative deal that saw 92% participation, the union citing dissatisfaction with pay, ground-time pay, retroactive compensation, scheduling, and work rules. Reuters
United’s deal arrives on the heels of contract wins for flight attendants at other major U.S. airlines. American Airlines’ cabin crews secured a five-year agreement in September 2024, locking in raises as high as 20.5% right away, plus pay for boarding. Southwest’s attendants signed off on their own accord in April 2024, landing an immediate 22% boost.
Cost remains a sticking point for United. In its most recent quarterly filing, the company disclosed it has already booked $561 million for 2025 related to the AFA ratification payment, with more to come once those costs are deemed probable and can be estimated. Absorbing higher paychecks is manageable if demand and fares cooperate—but if fuel remains expensive or bookings take a hit, that calculus changes.
United slipped to $95.84 late Tuesday, off roughly 0.8% from its last close. A muted reaction—investors seemed to have factored in ratification since the tentative deal back in March.
AFA had informed members that, should the agreement pass, higher pay scales and boarding pay would kick in on May 31. Now that voting has wrapped up, the challenge shifts to incorporating these new pay rules into scheduling, payroll, and the daily grind—all before the summer travel rush.
