Fiji Airways has raised concerns regarding the proposed alterations to leave entitlements outlined in the Employment Relations Amendment Bill, warning that these changes could lead to operational challenges for the airline. The national carrier supports the idea of promoting employee wellbeing; however, they fear that the introduction of additional leave categories and expanded entitlements could complicate the management of flight schedules and staffing.
Anna Morris, Chief People and Performance Officer for Fiji Airways, highlighted that airlines operate under strict regulations concerning safety and fatigue, where cabin crew and pilots must adhere to mandated rest requirements and certification standards. She pointed out that provisions like menstrual leave and breastfeeding accommodations might impact a significant number of employees simultaneously, which could disrupt operations.
Morris expressed her apprehensions, stating, “Our concerns are that this assumes a universal need for this specific leave, could lead to potential abuse of sick leave, and creates inequity between female and male workers.” Moreover, the airline expressed dismay at the proposed removal of paternity leave, indicating that many nations are shifting toward more balanced parental leave structures for both mothers and fathers. Retaining paternity leave is viewed as vital support for mothers during their postpartum recovery.
Fiji Airways has suggested that Section 101A of the Employment Relations Act, regarding paternity leave, should be preserved to maintain equitable support for working fathers. The airline respectfully recommends that the bill be refined to foster voluntary compliance and encourage cooperative employment relationships, rather than relying solely on punitive measures.
Premila Kumar, Deputy Chair of the Standing Committee on Economic Affairs, assured that all submissions will be considered before the bill is finalized and presented to Parliament. She acknowledged the necessity of reviewing each clause carefully, emphasizing that a “one size fits all” approach is not suitable for such legislation.
Fiji Airways is not opposed to employee protections but is advocating for practical and flexible implementations that align with the operational demands of a 24-hour airline. The dialogue surrounding the amendment reflects a broader conversation about balancing employee rights and operational necessities, aiming for a solution that benefits both employees and the airline industry.
Leave a comment