Owais Crawford
Airport workers are often underpaid and overworked, with wages that do not reflect the skill and labour required for the job. Outsourcing to contractors and low-cost carriers has led to a decrease in benefits and wages for workers, with some even being paid below the federally required minimum hourly wage. These workers are often paid through tips, which are not guaranteed, and many live paycheck to paycheck. The issue of underpaid airport workers is not limited to a specific country or region, and it has sparked broader conversations about unpaid work and gender bias in various industries, including healthcare, caregiving, and education.
| Characteristics | Values |
|---|---|
| Date | 7th January 2019 |
| Reason for unpaid work | US federal government shutdown |
| TSA worker wage | $40,960 annually or $19.69 hourly |
| TSA workers' dependence on paychecks | Live paycheck to paycheck |
| Impact on workers | Can't afford to get to work |
| Impact on airports | Increase in call-out rates |
| Impact on passengers | Minimal impact on wait times |
| Industry | Airline sector |
| Gender bias | Exists in fields with a majority of women workers |
| Examples of unpaid work | Work before boarding and after landing |
| Examples of repercussions for not doing unpaid work | Reprimanded by clients or employers |
| Examples of industries with unpaid work | Healthcare, caregiving, and education |
| Airport worker wage | Starting pay of $19.45/hour |
| Outsourcing impact | Increase in outsourced jobs and decrease in wages |
| Outsourced worker wage | $5.23/hour |
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What You'll Learn
Outsourcing and contractors driving down wages
Outsourcing and contractors are major contributors to the decline in wages for airport workers. A 2013 report by the University of California, Berkeley, revealed that airport and airport-related workers experienced a 15% decline in real hourly wages from 2002 to 2012. This trend continued, with the share of outsourced workers increasing from 19% in 2001 to 26% by 2011.
The report highlighted that the decline in wages and job insecurity among airport workers had far-reaching impacts beyond their financial situation. It affected their health and economic welfare and also had repercussions for airport efficiency, safety, and security. The authors, Ken Jacobs, Miranda Dietz, and Peter V. Hall, emphasized the problematic nature of accountability when airport workers are hired by contractors to work for multiple airlines in a single day.
The airline industry's substantial increase in outsourcing has significantly impacted ground-based jobs in American airports. Outsourcing has not only undercut job security but has also driven down wages. This transformation has led to the erosion of middle-class careers in the airline industry, replacing them with low-wage outsourced jobs. For instance, the outsourcing of baggage porter jobs more than tripled from 25% to 84%, while average hourly wages declined by 45%, dropping from $19 per hour to $10.60 in 2012.
Similarly, the outsourcing of vehicle and equipment cleaning jobs doubled from 40% to 84%, resulting in a 25% wage decrease from over $15 per hour to $11.40. The highest-paid outsourced workers in these ground-based occupations now earn less than their directly-hired counterparts from a decade ago. The report also noted that a significant proportion of cleaning and baggage workers at airports live in or near poverty due to low wages and inadequate benefits, often relying on public assistance to survive.
The issues of outsourcing and declining wages are not limited to specific job categories but affect a wide range of airport operations workers, including baggage handlers, skycaps, wheelchair/personal assistants, ticket and gate agents, plane fuelers, mechanics, and others. These trends in outsourcing and wage erosion have raised concerns for workers, surrounding communities, and the flying public.
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Low wages and reliance on tips
While some airport workers are paid a living wage, others are not. This discrepancy often depends on the role and employer. For example, airline employees such as gate agents, ticketing agents, and flight attendants are generally not allowed to accept tips per company policies. On the other hand, airport employees, including wheelchair support staff and baggage handlers, are typically permitted to accept tips. This has led to a situation where some airport workers rely on tips to supplement their income and make a living wage.
During the 2018-2019 US federal government shutdown, employees of the Transportation Security Administration (TSA) were forced to work without pay. TSA workers already lived paycheck to paycheck, and the shutdown meant that many could not afford to get to work. This resulted in a significant increase in the number of TSA workers calling out of their shifts at major airports across the country.
The mean annual wage for TSA employees was about $40,960, or $19.69 per hour, as of May 2017, according to the US Bureau of Labor Statistics. While this wage may seem reasonable, it is important to consider the context of the high cost of living in many areas and the financial responsibilities of these workers. Additionally, the expectation of tipping culture at airports adds to the financial burden of traveling and can disproportionately affect those who cannot afford to tip.
The issue of low wages and reliance on tips is not unique to airport workers. Industries with a majority of female employees, such as healthcare, caregiving, and education, often face similar issues. Gender bias and longstanding stereotypes contribute to the undervaluing of these industries and the expectation of unpaid labor. The strike by Air Canada flight attendants in 2025 brought attention to this issue, with employees demanding ground pay for work before boarding and after landing.
The complex dynamics of tipping culture further complicate the issue of low wages for airport workers. While some travelers may be willing and able to tip generously, others may refuse to participate in tipping culture out of principle or financial constraints. As a result, airport workers may experience inconsistent income and uncertainty regarding their financial stability.
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Gender bias and unpaid labour
The issue of unpaid labour at airports came to light during the US federal government shutdown in December 2019, when employees at the Transportation Security Administration (TSA) were forced to work without pay. This resulted in a significant increase in employee call-outs, as many TSA workers could not afford to get to work without their paychecks.
While this issue is not gender-specific, it is important to acknowledge the broader context of gender bias and unpaid labour. Unpaid work, such as caring for children or the elderly and doing household chores, is a significant part of economic activity that is disproportionately done by women. On average, women do two more hours of unpaid work per day than men, with large differences across countries. This disparity is influenced by various factors, including gender norms, labour market characteristics, and the lack of public services and family-friendly policies.
The unequal distribution of unpaid work begins in childhood, with girls aged 5-14 spending 160 million more hours daily on unpaid care and domestic work than boys of the same age. These disparities are perpetuated and often intensified in adolescence and adulthood due to longstanding norms and beliefs about the status and roles of women and girls in society. The consequences of this unequal distribution are far-reaching, impacting girls' and women's socioeconomic prospects, choices, and accomplishments.
Gender bias also plays a role in shaping the perception of unpaid labour in certain fields. For example, in industries where the majority of employees are women, such as healthcare, caregiving, and education, the work tends to be undervalued, and expectations of unpaid labour are often based on gender stereotypes. The strike by Air Canada flight attendants, who are mostly women, brought attention to this issue, as they demanded ground pay for work done before boarding and after landing.
Addressing gender imbalances in unpaid labour requires long-term societal change and interventions that go beyond small-scale community activities. Robust data collection and measurement tools are essential to understanding the prevalence and impact of gender norms on unpaid work, both in childhood and adulthood, and developing effective policies to reduce and redistribute unpaid work across genders.
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US federal government shutdown
During a US federal government shutdown, employees deemed "'essential" are often required to continue working without pay. This includes workers at the Transportation Security Administration (TSA), who are responsible for airport screening and security. While federal employees typically receive back pay once the shutdown ends, the lack of regular income during the shutdown period can create significant financial hardship for those who live paycheck to paycheck.
In January 2019, the US federal government shutdown resulted in TSA workers at major airports across the country being forced to work without pay. As a result, many TSA screeners could not afford to get to work, leading to increased rates of absenteeism and staffing issues. This, in turn, caused the closure of screening lanes at several major international airports, including Washington Dulles and Atlanta's Hartsfield-Jackson International Airport.
The 2018-2019 shutdown highlighted the financial vulnerability of TSA employees, who, at that time, earned an average annual wage of $40,960 or $19.69 per hour. The situation was further exacerbated by the fact that TSA workers were deemed essential employees, meaning they were required to work without pay. This prompted multiple unions to sue the administration, arguing that requiring government employees to work without pay violated federal minimum wage and overtime laws.
As the 2023 US federal government shutdown loomed, concerns arose once again about the potential impact on TSA workers and airport operations. With nearly three-quarters of the Department of Homeland Security (DHS) workforce, including airport screeners, expected to work without pay, there were worries about morale and potential attrition problems at the TSA. Additionally, an extended shutdown was predicted to result in longer wait times at airports due to staffing shortages.
The financial strain caused by government shutdowns can have a significant impact on essential workers, including those in airport operations. The uncertainty of income, coupled with the necessity to continue working, creates a challenging situation for those who rely on regular paychecks to make ends meet. As a result, shutdowns not only disrupt government services but also affect the livelihoods of the dedicated civil servants who keep these services running.
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Lack of recognition for skilled work
Airport workers are often underpaid and undervalued, with their wages not reflecting the skill and importance of their work. Outsourcing to contractors and low-cost carriers has driven down wages, eliminated benefits, and infringed on workers' rights. This is particularly true for workers in the United States, where airport workers are struggling to make ends meet despite the booming airport industry. For example, baggage handlers' wages dropped by more than 45% between 2002 and 2012, while outsourced jobs increased from 25% to 84%.
Additionally, some airport workers, such as wheelchair attendants, are classified as tipped workers and do not always make the federally required minimum hourly wage. They rely on tips from passengers, which can be unpredictable and insufficient. This results in workers earning less than their fast-food worker counterparts, struggling to pay for basic needs, and even experiencing homelessness.
The issue of underpayment and lack of recognition extends beyond airport workers to other industries with a predominantly female workforce, such as healthcare, caregiving, and education. Gender bias plays a significant role in shaping how work is valued and compensated, with professions employing mostly women being undervalued and underpaid.
While some airport workers may enjoy perks such as non-rev travel benefits, the high hiring standards and the skilled nature of the work demand fair compensation. The starting pay for airport operations jobs at Southwest Airlines, for instance, is $19.45 per hour, and agents can easily make over $20 per hour with overtime. However, this may still not be enough to keep up with the rising cost of living, especially for those supporting families.
The underpayment and lack of recognition for skilled work among airport workers and similar industries highlight the need for better wages and working conditions to ensure that workers can meet their basic needs and receive fair compensation for their contributions.
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Frequently asked questions
Airports and airlines are increasingly relying on low-cost carriers and contractors to drive down wages, eliminate benefits, and infringe on workers' rights. Outsourcing jobs to contractors has led to a decrease in wages for many airport workers.
During the US federal government shutdown in 2019, employees at the Transportation Security Administration (TSA) were forced to work without pay. As a result, many TSA workers could not afford to get to work and called out from their shifts.
In 2018, The Guardian reported on the story of Carlos Batista, a wheelchair attendant at Orlando International Airport. Batista was paid $5.23 an hour plus tips and struggled to make ends meet due to low wages and decreasing baggage fees, which resulted in fewer tips.
Yes, Klassie Shepard, an airplane cabin cleaner working for an independent contractor at San Francisco International Airport, also faced challenges. Despite the city's minimum wage of $15 an hour, Shepard experienced homelessness in 2017 due to insufficient income to afford rent.
Yes, experts have noted that fields with a majority of female employees, such as healthcare, caregiving, and education, tend to be undervalued. The Air Canada flight attendants' strike in 2025 sparked a broader conversation about unpaid work and the impact of gender bias on wage expectations.
