These are the most common forms of atypical employment used in aviation: as representatives of pilots in Belgium, it is our duty to monitor and monitor these issues closely. We are actively working at European level, with the European Cockpit Association, to defend our members and their rights. We also hold information meetings with a legal adviser (in coordination with other EU pilot associations) during which our members can obtain the most accurate information on their contractual status (applicable social security and work legislation, clarification of the reception base, applicable tax regime). 93% of autonomy in the aviation sector is a fake. The vast majority of independent pilots – 90% – are not free to work in parallel for more than one airline, and 93% do not have the flexibility to decide when or how many flying hours they fly. These two criteria are important when it comes to determining whether a person is truly independent. This means, in fact, that almost all independent pilots are unclassified workers. Until a few years ago, direct indeterminate employment contracts with the airline were the norm. That has changed dramatically in recent years.
Self-employment, fixed-term contracts, recruitment agencies or zero-term contracts are now the reality for many pilots in Europe. The study on “Atypical Employment in Aviation” (University of Gant, 2015) shows that more than one in six pilots in Europe is employed in an atypical way. In LcCs, only half of the pilots are employed directly (53%), 15% self-employed, 11% through a separate company (z.B. GmbH) for an airline and 17% working on an interim employment contract. – Self-employment is one of the most common forms of atypical employment. 2.7% in total. Why are these high proportions and the continued increase in these “atypical employment practices” so worrisome across the sector? What can policy makers, airlines and workers do to stop it? Today, more than one in five pilots in Europe is an “atypical” worker, i.e.