Cabin crew often start their careers with high hopes. The promise of travel, meeting new people, and a sense of excitement in the skies draws many in. Yet there is a growing trend: cabin crew are quitting at higher rates today. Many are speaking out about long hours, low pay, increased passenger misconduct, and limited growth.
In this article, you will learn why cabin crew are leaving and how airlines can make changes. If you are an aspiring cabin crew member or just curious, this detailed look can help you understand what is going on in the aviation industry right now.
Cabin crew work: Duties and realities
Your job as cabin crew involves more than greeting passengers. You help with safety procedures, medical issues, and security concerns. You also serve food and handle special requests. It is a job that takes strong people skills and endurance. Many folks view it as a chance to see new places, but the reality includes:
- Unpredictable schedules: Early-morning takeoffs and red-eye flights are common.
- Physically demanding tasks: Pushing heavy carts, handling emergency equipment, and being on your feet for hours.
- Emotional stress: Dealing with anxious flyers, unhappy passengers, and even rowdy behaviour.
Despite these challenges, many find the role appealing. But that appeal seems to be fading. Recent industry reports indicate that flight attendant turnover rates can range from 20% to 40%, meaning that, on average, between one-fifth to two-fifths of flight attendants change jobs in a given year. (NCESC)
Additionally, data from the U.S. Bureau of Labor Statistics shows that the median annual wage for flight attendants was $68,370 in May 2023, with employment projected to grow 10 percent from 2023 to 2033. (Bureau of Labor Statistics)
Several airlines have reported struggles to keep cabin crew on staff, and some are even cutting routes when they can’t fill these positions. Data from organisations like the U.S. Federal Aviation Administration show an uptick in passenger misconduct, adding more stress to the job.
Why cabin crew are quitting?
1. Safety concerns on certain routes
- Recent geopolitical tensions have made flying over certain regions, such as Iraq and Iran, riskier. (Reuters)
- European airline pilots and cabin crew have expressed unease, citing concerns over missile attacks and other security threats.
- Despite reassurances from airlines and aviation authorities, these risks create ongoing anxiety for crew members.
- Crews on these routes often face additional stress from heightened security protocols and the unpredictability of geopolitical events.
2. Toxic work environment
- A toxic workplace, marked by poor communication, lack of support, and internal conflicts, can push cabin crew to quit.
- Crew members may feel isolated or undervalued, especially when feedback is ignored, or complaints are dismissed.
- In 2024, 32.4% of employees across industries cited workplace toxicity as their primary reason for leaving their jobs. (iHire)
- For cabin crew, the closed environment of aircraft cabins can exacerbate the effects of poor team dynamics or unresolved conflicts.
3. Poor company leadership
- Ineffective leadership within airlines often leaves cabin crew feeling unsupported and undervalued.
- Managers who fail to address operational challenges, such as understaffing or unfair scheduling, contribute to dissatisfaction.
- In 2024, 30.3% of employees who resigned cited poor leadership as a driving factor. (iHire)
- Cabin crew may also feel disconnected from upper management when decisions are made without considering the realities of the job.

4. Unhappiness with direct supervisors
- Relationships with direct supervisors are crucial to job satisfaction, especially in high-stress roles like cabin crew.
- Supervisors who are overly critical, dismissive, or unapproachable can create a hostile work environment.
- In 2024, 27.7% of employees attributed their decision to quit to dissatisfaction with their direct managers. (iHire)
- Cabin crew often cite a lack of recognition for their efforts or unfair treatment as common issues with supervisors.
5. Challenging passenger behaviour on specific routes
- Certain flight routes are known for higher levels of passenger misconduct, which can be particularly taxing for cabin crew. (New York Post)
- Flights to destinations like Las Vegas and the Caribbean have been described as challenging due to intoxicated or unruly passengers.
- Crew on these routes often face verbal abuse and occasionally physical altercations, which can lead to emotional exhaustion.
- Airlines have been slow to provide consistent support for dealing with disruptive passengers, leaving crew feeling vulnerable.
6. Heavy workloads, staffing shortages, and fatigue
- Increased workload due to staffing shortages
Staffing shortages in the aviation industry have led to heavier workloads for cabin crew. Airlines often schedule fewer crew members per flight to cut costs, increasing the workload for each individual. This added pressure leaves less time for breaks, resulting in higher stress and fatigue. Overworked crew members are more prone to burnout, prompting many to leave the industry entirely. (Agbi) (PsyPost) - Long hours and back-to-back flights
Cabin crew often work long shifts with tight turnarounds. A flight might land late at night, with the next one departing early the following morning. This lack of proper rest leads to chronic fatigue, affecting both physical and mental health. (Dergipark) - Jet lag and sleep disruption
Crossing multiple time zones disrupts normal sleep patterns. Cabin crew often find themselves wide awake when they should be resting. Jet lag builds up, leaving them tired and less alert, sometimes for days. (Frontiers) - Fatigue management challenges
Regulations governing fatigue vary by country, and some cabin crew feel current standards are insufficient. In 2024, Australian flight attendants launched campaigns advocating for improved fatigue management policies, highlighting the critical need for change. (The Australian)
7. Low pay and rising living costs
- Low pay
Many cabin crew members feel their salaries don’t reflect the level of responsibility they carry. In some regions, entry-level pay can range from €1,400 to €1,700 per month after tax, which feels insufficient, especially in high-cost areas. (Lufthansa Group Newsroom) - Limited perks
Airlines have reduced some of the benefits that used to make the job appealing. Layover allowances, hotel quality, and staff discounts on flights have all been scaled back by some carriers, making the role less attractive. (NL Times)

8. Passenger misconduct and safety fears
- Verbal and physical abuse
The rise in unruly passenger behaviour since 2020 has added significant stress to the job. Cabin crew deal with verbal abuse and, in rare cases, physical threats. Such incidents can take a mental and emotional toll. (IATA) - Procedural inconsistencies
Cabin crew often feel unsupported by their companies when handling unruly passengers. Some report that airlines only act decisively when incidents become public, creating a sense of insecurity.
9. Limited career growth
Cabin crew might stay in the same position for years, with the only advancement being senior flight attendant or purser. These roles are limited, and competition is fierce. Many airline workers want more diverse options:
- Lack of advancement opportunities
Many cabin crew find themselves in the same role for years, with limited options for growth. Positions like purser or senior flight attendant are few and highly competitive. - Barriers to cross-training
Those who want to transition into ground-based roles like scheduling or safety management often find there are no clear pathways to do so. This lack of career flexibility leads some to leave the industry entirely.
10. Health concerns
The environment on an aircraft can be tough on the body. Constant pressurisation, irregular meal times, dehydration, and exposure to germs are just a few of the health issues crew face:
- Physical strain
Lifting heavy bags, pushing carts, and being on their feet for long periods can lead to back and joint pain. (NCESC) - Long-term risks
Studies suggest a slightly higher risk of certain health issues in flight attendants, such as exposure to cosmic radiation and disrupted sleep cycles. These concerns weigh heavily on some crew. - Mental health stress
Managing anxious or angry passengers, maintaining a calm demeanour, and dealing with constant jet lag can lead to anxiety or depression. (ITF Aviation)
11. Industry challenges and uncertainty
- Economic uncertainty
Airlines continue to face economic pressures, leading to cost-cutting measures that directly affect crew. Downsizing and pay freezes have left many worried about job security. - Reduced benefits post-pandemic
Some airlines have scaled back medical coverage, flight perks, and layover allowances since the pandemic, which has made the role less appealing.
12. Work-life balance struggles
Before, cabin crew might have accepted the lifestyle for a chance at seeing different places. Now, more people weigh the pros and cons. They may have families, commitments, or personal goals that make a rigid schedule tough to handle.
- Irregular schedules
Cabin crew face rosters that change monthly, making it hard to plan personal time. This unpredictability can strain relationships and personal commitments. - Long absences
Missing holidays, family events, and social gatherings is common for cabin crew. While this lifestyle works for some, others find it difficult to sustain over time.

The impact of cabin crew attrition on airlines
High cabin crew turnover affects airlines in many ways. Training new hires is expensive and time-intensive. Airlines often invest in:
- Safety training: Crew must learn emergency procedures and first aid.
- Service training: Crew must understand customer service rules, brand standards, and sales techniques.
- Aircraft familiarity: Each aircraft type has unique procedures.
When cabin crew quit after gaining experience, all that training cost is lost. Airlines also face:
- Lower morale: Current staff see colleagues leaving and may feel unsure.
- Flight delays or cancellations: A shortage of crew can lead to schedule gaps.
- Customer dissatisfaction: Passengers might notice stressed or rushed crew, leading to poor reviews.
Reputation takes a hit, making it harder for airlines to hire talented people in the future.
How airlines can keep cabin crew from leaving
Retaining cabin crew requires airlines to address the root causes of dissatisfaction. By tackling issues like safety concerns, toxic work environments, and inadequate pay, airlines can improve employee satisfaction and reduce turnover.
Enhance safety measures on risky routes
- Conduct regular risk assessments for flights over conflict zones, such as Iraq and Iran.
- Work closely with aviation authorities to establish safer flight paths and improve communication about potential risks.
- Offer additional training and mental health support to crews assigned to high-risk routes.
- Consider rotating staff on these routes to prevent long-term stress buildup.
Improve workplace culture
- Foster open communication channels where cabin crew can raise concerns without fear of retaliation.
- Address internal conflicts through professional mediation and conflict resolution training for managers.
- Recognise and reward employees who demonstrate teamwork and exceptional service to encourage a positive atmosphere.
- Provide team-building activities to strengthen relationships among crew members.
Alleviate workload pressure and fatigue
- Increase staffing levels to ensure flights are adequately crewed, reducing individual workloads.
- Implement realistic scheduling practices that include sufficient rest periods between flights.
- Use predictive scheduling software to minimise disruptions to crew sleep patterns.
- Provide crew with access to quiet rest areas during layovers and at hub airports.
- Partner with health experts to offer education on managing jet lag and improving sleep hygiene.
Invest in leadership training
- Train managers and supervisors to be more empathetic, approachable, and effective in addressing crew concerns.
- Implement anonymous feedback systems to assess leadership performance and identify areas for improvement.
- Promote transparent decision-making and involve crew members in discussions about policy changes that affect them.
Support supervisors in building stronger relationships
- Provide leadership coaching to direct supervisors, focusing on communication and conflict resolution.
- Encourage regular one-on-one check-ins between supervisors and crew to address individual concerns.
- Create recognition programs where supervisors can highlight and celebrate their team’s achievements.

Address challenging passenger behaviour
- Implement zero-tolerance policies for unruly passengers, with clear procedures for handling misconduct.
- Train cabin crew in de-escalation techniques to manage difficult passengers effectively.
- Increase the presence of onboard security personnel on routes known for challenging behaviour.
- Launch public awareness campaigns to educate passengers about acceptable behaviour on flights.
Adjust pay and benefits
- Conduct regular pay reviews to ensure salaries are competitive and reflect the cost of living in key regions.
- Restore or improve travel perks, such as staff discounts and higher layover allowances.
- Offer bonuses for exceptional performance, long service, or working on high-demand routes.
- Ensure transparency in pay structures to build trust among employees.
Provide clear career growth opportunities
- Create pathways for cabin crew to advance to senior positions, like purser or manager roles.
- Introduce cross-training programs that allow crew to transition into ground-based roles, such as training, scheduling, or safety management.
- Partner with aviation schools to offer further education or certifications for career development.
- Implement mentorship programs where senior staff guide junior crew on their career journeys.
Implement zero-tolerance policies for unruly behaviour
- Provide legal and procedural support for crew handling incidents.
- Train crew in de-escalation techniques and ensure consistent procedures.
- Launch public awareness campaigns to educate passengers about acceptable in-flight behavior.
Support physical and mental health
- Offer comprehensive health insurance that includes mental health support, counselling, and wellness programs.
- Provide gym memberships or fitness facilities at hub airports to help crew maintain physical health.
- Establish peer support groups or mental health hotlines for crew to share experiences and seek help confidentially.
- Conduct regular wellness check-ins to address potential stressors early.
Tackle economic and industry uncertainty
- Maintain transparent communication about company finances and plans for staff retention.
- Avoid abrupt cuts to benefits, and if changes are necessary, involve crew in discussions beforehand.
- Offer long-term contracts and career stability for employees to alleviate fears of job insecurity.
- Invest in employee retention programs, such as profit-sharing schemes or long-service rewards.
Promote work-life balance
- Implement predictable scheduling practices, allowing crew to plan their personal lives more effectively.
- Increase the number of leave days to help cabin crew recharge and maintain relationships.
- Allow more flexibility in swapping shifts or bidding for preferred schedules.
- Provide family-friendly policies, such as discounts for crew and their families to travel together.
By addressing these areas, airlines can not only reduce turnover but also build a more engaged, motivated, and loyal cabin crew workforce. Investing in these strategies benefits both employees and the airline’s bottom line, as happier staff deliver better service, leading to increased customer satisfaction.
Detailed strategies airlines could implement
Below is a table summarising the main strategies airlines can use to reduce cabin crew turnover:
Problem | Strategy | Benefit |
---|---|---|
Safety concerns on certain routes | Conduct risk assessments, enhance security measures, and rotate staff on high-risk routes. | Reduces stress for crew and ensures safer operations. |
Toxic work environment | Foster open communication, address conflicts, and reward teamwork. | Creates a supportive and collaborative workplace. |
Poor company leadership | Train managers in empathy and decision-making skills, and implement anonymous feedback systems. | Improves trust and morale among cabin crew. |
Unhappiness with direct supervisors | Offer leadership coaching and regular check-ins to address crew concerns. | Strengthens relationships and improves job satisfaction. |
Heavy workloads, fatigue, and insufficient rest | Increase staffing, implement realistic schedules, and use predictive software for better rest periods. | Enhances crew health, reduces stress, and prevents burnout. |
Challenging passenger behaviour | Train crew in de-escalation, enforce zero-tolerance policies, and increase onboard security. | Boosts confidence and ensures passenger safety. |
Low pay and rising living costs | Conduct pay reviews, restore perks, and offer performance-based bonuses. | Builds loyalty and attracts skilled candidates. |
Limited career growth | Create pathways to senior roles, offer cross-training for ground-based positions, and introduce mentorship programs. | Motivates crew to stay and explore long-term careers. |
Health concerns | Provide comprehensive health insurance, fitness facilities, and mental health support. | Promotes physical and mental well-being. |
Economic and industry uncertainty | Communicate transparently about finances, and offer long-term contracts and retention programs. | Reduces anxiety and builds trust with employees. |
Work-life balance struggles | Implement predictable schedules, increase leave days, and provide family-friendly policies. | Improves overall job satisfaction and retention. |
Potential criticisms and drawbacks
While these strategies look good on paper, there can be downsides:
- Higher payroll costs: Offering better pay and benefits increases expenses. Some airlines might raise ticket prices, which can hurt competitiveness.
- Time-intensive changes: Building new programs for mental health or career development takes time. During that period, turnover might continue.
- Different needs by region: An airline with a global presence must adapt policies to various labor laws and cultures.
Despite these concerns, the cost of constant turnover usually ends up higher than the price of retention programs. Training new hires, managing flight cancellations, and dealing with lower customer satisfaction can be more expensive in the long run.
Making the job appealing again
Cabin crew jobs need a revamp. Young talent wants a career with meaning, fair pay, and growth. Airlines should look at modern approaches, such as:
- Interactive training: Using simulation-based programs for cabin crew to refine skills.
- Open communication platforms: Giving crew a way to voice concerns or ideas without fear of backlash.
- Peer recognition: Simple rewards like “Cabin Crew of the Month” voted by colleagues.
Airlines that invest in these areas may see improved loyalty and higher job satisfaction. Passengers also notice the difference when crew are happier and more engaged.
What this means for aspiring cabin crew
If you are thinking about joining cabin crew, you should know that the job can still be a positive experience in many ways. You get to meet people from around the globe, refine your communication skills, and handle responsibilities that build your confidence. But be aware:
- Research airline policies: Different carriers treat cabin crew differently. Look for ones with good schedules, fair pay, and strong support.
- Ask about career development: Find out if the airline offers leadership or cross-department programs.
- Practice self-care: Jet lag, long flights, and passenger demands will test your energy. Build habits that help you stay healthy.
Staying informed about common issues can help you decide which airline is right for you. You will want to compare pay scales, schedules, and benefits before you commit.
Conclusion
Cabin crew resignations are growing due to high workloads, low pay, passenger misconduct, and limited advancement. Airlines face higher costs and damaged reputations when experienced staff leave. By raising pay, improving schedules, boosting mental health support, and offering career growth, airlines can hold on to skilled cabin crew. These changes benefit everyone, from the traveling public to the airline’s bottom line.
Now we would like to hear your thoughts. Have you seen these problems or faced them yourself? Do you have any advice for current or future cabin crew?
Your insights matter. Share your experiences, and let’s keep the conversation going. The cabin crew role can still be a great career choice for many, but it needs to be supported in a way that meets today’s challenges. By speaking up and sharing ideas, we can shape better conditions for all.