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In August 2025, about 10,000 Air Canada flight attendants went on strike, and one of their central complaints was unpaid “ground time,” the boarding and deplaning work done before takeoff and after landing. The strike happened under Canadian law, but the issue is familiar in California. Here, time you spend under your employer’s control generally counts as hours worked and must be paid, whether it happens before your shift, after it, or while you wait.
Key takeaways
- The Air Canada strike began August 16, 2025, ended with a tentative deal on August 19, 2025, and the final wage terms were set by an arbitrator in February 2026.
- Under California wage orders, “hours worked” includes all time you are subject to your employer’s control, and all time you are suffered or permitted to work.
- Required pre-shift and post-shift tasks, such as setup, security checks and closing duties, can be paid work time.
- You may recover unpaid wages with interest and attorney’s fees, generally within three years (Labor Code §1194; Code Civ. Proc. §338).
What happened at Air Canada
Flight attendants represented by the Canadian Union of Public Employees walked off the job on August 16, 2025. Canada’s jobs minister invoked Section 107 of the Canada Labour Code, and the Canada Industrial Relations Board ordered a return to work and binding arbitration. On August 19, 2025, the airline and union reached a tentative agreement that included pay for ground time, and flights resumed.
In September 2025, news reports said more than 99% of flight attendants voted to reject the deal’s wage terms, which then went to mediation and arbitration. On February 18, 2026, an arbitrator set raises over a contract running to 2029. Under the ground pay terms already agreed, flight attendants receive part of their hourly rate for a set block of ground time, rising in steps through 2028.
California’s rule: pay for all hours worked
California’s wage orders define hours worked as the time during which you are subject to your employer’s control, including all time you are suffered or permitted to work, whether or not you are required to do so. Common examples of unpaid time that may be owed:
- Setting up a register, logging into computers or attending a pre-shift huddle before clocking in.
- Waiting for and going through required security or bag checks. A 2020 California Supreme Court decision held that time spent on mandatory exit searches is compensable.
- Closing duties, cleaning or finishing paperwork after clocking out.
- Answering work calls, texts or emails off the clock when your employer expects it.
Time that counts as hours worked must be paid at no less than the minimum wage ($16.90 an hour statewide in 2026, and higher in many cities), and they count toward daily and weekly overtime. See our guide to off-the-clock work and check local rates with our minimum wage by city tool.
Example (hypothetical): Jasmine works at an airport retail kiosk. Her manager requires her to arrive 20 minutes early to clear security and count the cash drawer before clocking in. Over a year of five-day weeks, that unpaid time can add up to more than 80 hours, plus overtime if it pushes her past 8 hours in a day.
What to do about unpaid work time
- Keep your own record. Note when you arrive, clock in, clock out and leave. Your employer cannot stop you from keeping personal records of your hours (Labor Code §1174).
- Compare against your pay stubs. Your wage statement must show total hours worked (Labor Code §226).
- Raise it in writing if you feel safe doing so. The law prohibits retaliation for a wage complaint (Labor Code §98.6).
- File a claim or talk to a lawyer. You can file a wage claim with the Labor Commissioner, generally within three years, or bring a lawsuit. See wage claim vs. hiring a lawyer.
Strikes and unions in the airline industry
In the United States, airline and railroad workers bargain under the Railway Labor Act rather than the National Labor Relations Act, which excludes them. Most other private-sector workers in California are covered by the NLRA, which protects joining a union and acting together with coworkers over pay. Read about a California example in our post on the Stater Bros. contract dispute.
Frequently asked questions
My employer says pre-shift work is only a few minutes. Does it still count?
It can. Regular, required tasks under your employer’s control generally count as hours worked, and small amounts add up.
Can my employer round my time?
Rounding and automatic meal deductions can leave you underpaid if they cut your paid time. See our guide to time rounding.
Does California law apply to airline crews?
It depends on where you are based and work. Airline crew pay questions can involve federal law and union contracts, so get advice on your situation.
Can I be fired for complaining about unpaid time?
Generally no. Firing you for a wage complaint can violate Labor Code §98.6, and remedies may include reinstatement, back pay and civil penalties.
Talk to a California employment lawyer
Employees First Labor Law represents workers exclusively. We offer free virtual consultations if you are doing unpaid work before or after your shift. Contact us or call (310) 853-3461.
This article is general information about California law as of 2026, not legal advice for your situation. Reading it does not create an attorney-client relationship.
