STSU Life

Preparing for the Collective Agreement

Pilots, Cabin Crew & Office

The current Collective Agreement (CA) is nearing renewal, and STSU has begun structured preparations for negotiations. This is one of the most important processes the union undertakes on your behalf, and we want every member to understand what is at stake, the timeline ahead, and how to get involved.

What is the Collective Agreement?

The CA is a legally binding document negotiated between STSU and the company. It sets out your terms and conditions of employment, including salary, allowances, leave, benefits, and working arrangements. A strong CA protects and improves your working life while ensuring continued viability of the business.

Why This CA Matters

Scoot is entering a period of growth, but that growth comes with uncertainty. The ongoing instability in the Middle East poses real risks to route networks, fuel costs, and operational planning, and these factors could shift quickly. The fleet is expanding, the network is growing, and the company has plans to increase aircraft utilisation in FY26/27, but none of this is guaranteed in the current environment. At the same time, our pilots have experienced persistent flying hour disparities, crewing shortages, and the introduction of new frameworks that could reshape how our members work across fleets.

This is the right moment to negotiate terms that reflect the demands placed on you and the value you bring to the company. A growing airline needs a motivated, stable workforce, and that gives us a strong foundation for negotiations.

The Timeline

• Now to May 2026 - Branches develop proposals
• July 2026 - Branch proposals submitted
• September 2026 - Consolidated STSU proposal finalised
• Late 2026 - Negotiations begin with the company

What We Are Looking At

Whilst detailed proposals are still being developed, the broad areas we expect to bring to the table include:

• Salary and allowances - Reviewing the overall remuneration structure to better reflect the actual work you do, and to provide greater income stability across fleets
• Staff travel - Exploring improvements to the current system
• Medical benefits - Reviewing coverage to ensure it meets the needs of members and their families
• Rostering and working conditions - Building on recent progress such as the earlier roster publication and OFF day protections, and addressing ongoing concerns around predictability and flexibility

These themes have emerged from your feedback at branch engagements, through your interactions with branch leaders, and from the issues we have been working on over the past year.

How You Can Help

• Attend branch engagement sessions - Our next Cabin Crew and Pilot Branch session is planned for May 2026, where CA preparation will be a key topic
• Respond to surveys - Some branches might be sending out surveys to understand your priorities. Please take the time to complete them
• Share your feedback - Talk to your branch leaders or email us at stsu@ntuc.org.sg

The more members participate, the stronger our mandate at the negotiating table.

Branch Engagement - Save the Date

Pilots, Cabin Crew

STSU will be holding branch engagement sessions at Downtown East in May 2026 for both the Pilot Branch and Cabin Crew Branch. These sessions will be a key opportunity for you to share your priorities ahead of the upcoming Collective Agreement negotiations.

Your input matters. The proposals we bring to the table will be shaped by what you tell us. Whether it is salary, rostering, staff travel, medical benefits, or anything else, we want to hear from you.

Exact dates, times, and venues will be announced soon. Keep an eye on Workvivo and Telegram for updates.

We strongly encourage all members to attend. The more voices we hear, the stronger our mandate at the negotiating table.

STSU Members Night Recap

Pilots, Cabin Crew & Office

On 2 February 2026, STSU held its annual Members Night at Downtown East Begonia Ballroom. The turnout was overwhelming: 250 members attended, far exceeding our initial expectation of 150. Thank you to everyone who came and made it such a memorable evening.

2026 marks 10 years since the Scoot-Tiger merger. It was not an easy journey, but the union emerged stronger and more united. To celebrate this milestone, all eligible members received $200 FairPrice vouchers as a token of appreciation.

We were honoured to have Deputy Secretary-General Cham Hui Fong (STSU cadre member), Sister Chan Hui Yhih (Advisor to Aljunied GRC and STSU) and Brother Desmond Tan (DSG and newly appointed STSU advisor, MP for Changi-Pasir Ris GRC) join us.

We also recognised three retirees for their contributions: CIC Abdul Malik Bin Rahman Shah (the first Cabin Crew retirement in Scoot's history), First Officer Zachary Phua (one of the first pre-merger union presidents), and Captain Ng Cher Kee (former STSU VP and NTUC Mayday Awards recipient).

Thank you for your continued support. Here's to the next chapter together.

10th Anniversary Voucher Collection - Final Round

Pilots, Cabin Crew & Office

We are pleased to share that almost 90% of our members have collected their $200 FairPrice vouchers. Thank you to everyone who came down during the Members Night and the earlier collection windows.

For members who have not yet collected, we have arranged additional collection dates. Please note that this is the final round and there will be no further extensions.

Don't miss out. This is your last chance.

Farewell to VP Vivek

Pilots, Cabin Crew & Office

We would like to announce that Vice-President Vivek will be stepping down from the STSU Executive Committee. Vivek has been a dedicated and valued member of the union leadership, and his contributions have made a real difference for our members.

On behalf of the entire Exco and membership, we thank Vivek for his service, commitment, and the time he has given to the union. We wish him all the very best in his future endeavours.

Thank you, Vivek.

NTUC Group Insurance for NTUC Members (GIFT)

Pilots, Cabin Crew & Office

Did you know that as an NTUC union member, you and your spouse are automatically covered by a free group term life insurance plan? This is NTUC GIFT (Group Insurance for NTUC Members), and it costs you nothing on top of your union membership.

Key Highlights

• It's free - There is no additional premium to pay. Your coverage is part of your NTUC union membership
• Spouse coverage - Your spouse is also covered under the plan at no extra cost
• Higher coverage for long-serving members - Members with more than 10 years of continuous NTUC membership enjoy higher coverage amounts
• Extended age coverage - The longer you remain an NTUC member, the older you are covered until, up to 74 years old. This is a significant benefit, as most commercial term insurance plans become expensive or unavailable at older ages

Why This Matters

Many of us focus on company-provided insurance and personal policies, but overlook the benefits that come with union membership. NTUC GIFT provides an additional layer of protection for you and your family at no cost. For long-serving members, the extended coverage age and higher amounts make this even more valuable.

For full details on coverage amounts, eligibility, and how to check your coverage, visit: ntuc.org.sg/uportal/programmes/ntuc-gift

NTUC Legal Assistance Panel Expansion

Pilots, Cabin Crew & Office

From 1 January 2026, NTUC's Legal Assistance Panel (LAP) has been enhanced to include three new service areas:

• ✅ Enforcement of Judgments and Orders
• ✅ General Advisory and General Litigation (such as tortious claims, contractual claims, personal injury claims, defamation)
• ✅ Protection from Harassment (POHA)

As NTUC Assistant Secretary-General Patrick Tay noted, "Union members are turning to us for a wider spectrum of legal support as their needs and expectations evolve."

Members can apply for LAP services here: ntuc.org.sg/uportal/programmes/legal-assistance-panel

Read more here: bit.ly/4oYZz7x

Scoot Away - "Save the Date" Feature

Pilots, Cabin Crew

A new feature has been rolled out on Scoot Away that STSU pushed for: "Save the Date". This allows you to indicate your interest in a leave date that currently has no available quota, and get notified automatically once a slot opens up.

Previously, if the date you wanted had zero quota, your only option was to keep checking back manually and hope for the best. Members fed back to the union that this was frustrating and unfair, as it often came down to luck and timing rather than a fair system. STSU raised this with the company and advocated for a solution that would give everyone a fair chance.

This is a small but meaningful improvement to how leave bidding works, and it came directly from your feedback. We will continue to engage the company on further enhancements to the Scoot Away system.

A320 Northern Summer Crewing

Pilots

As you already know, the A320 fleet faces a significant manning shortage for Northern Summer 2026. STSU engaged the company to find solutions whilst protecting your rights.

What Was Agreed

• Voluntary off day encroachment - Crew may voluntarily make themselves available on layoff days, with appropriate compensation. Some of you might already have responded to the Teams bot. We thank you for doing your part and would like to encourage everyone to help if you can.
• Leave buyback scheme - Members can voluntarily sell back up to 5 days of leave at 1.0x daily basic salary (where usually its 0.8x daily basic salary).

What We Said No To

The company proposed involuntary rostering on OFF days. STSU firmly rejected this. Your OFF days are protected, and any support during peak periods must be voluntary. We will continue to hold this line.

What Happens Next

The company is upgrading and recruiting to address the critical shortage on that fleet, which should eventually ease pressure across the system. We will monitor the situation closely and keep you updated.

Your Support Matters

The success of these voluntary measures makes a real difference. When pilots step forward to help, it strengthens the network and it strengthens our position at the negotiating table. It demonstrates that our members are willing to support the operation when the conditions are right and the safeguards are in place.

If your circumstances allow, we encourage you to consider participating. Every contribution helps, and it sends a strong signal that voluntary, well-negotiated measures work.

Roster Updates

Roster Marketplace

Pilots, Cabin Crew

A digital duty-swap system is in development, with the Minimum Viable Product (MVP) targeted for launch in the middle of 2026. This system will make it easier to manage your roster through direct swaps with colleagues, allowing everyone to have more control over your roster.

E2 Back-to-Back Sector Rule

Pilots

Following concerns raised by E2 Pilots about fatigue from consecutive 4-sector duties, a soft rule has been implemented: a maximum of 10 sectors in 3 calendar days. VPFO agreed to proceed with a 3-month trial, with rostering monitoring any impact on roster efficiency. This trial is currently underway and will be reviewed before a decision on permanent adoption.

PBS Destination Bidding

Pilots

PBS success rates have been declining due to crewing constraints and training requirements. A proposal has been submitted to allow month-wide destination bidding, giving crew more flexibility. We are engaging the company on implementation.

Second Trimester Flying for Pregnant Pilots

Pilots

STSU is pleased to share that after sustained engagement with the company, a new policy has been agreed: pilots with low-risk uncomplicated pregnancies may opt in for line flying during the second trimester (weeks 13 to 26), effective 1 April 2026.

This was not an easy win. The union raised this issue, worked through legitimate safety concerns, including emergency egress, severe turbulence risks, and the stress of line operations. These were discussed thoroughly, and STSU worked closely with the company to find a framework that balanced safety with giving our female pilots a genuine choice.

Why This Matters

Previously, pilots who became pregnant were issued a DMF for the entire pregnancy. This meant a significant loss of income during a period when financial stability matters most. The new policy gives our female pilots the option to continue flying if they are medically cleared and wish to do so.

We also continue to engage the company on creating more permanent ground job positions for both pregnant pilots and DMF crew, so that those who choose not to fly still have a meaningful and fairly compensated alternative.

This outcome reflects months of careful negotiation and research by the union. We are proud to have secured this option for our members, and we will continue to advocate for policies that support all pilots fairly.

ICP MFC Framework

Pilots

The company has proposed a Integrated Command Pathway (ICP) and with it the Multi-Fleet Captain (MFC) framework that would allow captains who complete the ICP to be reassigned across the A320, E190, and 787 fleets based on operational needs. STSU has been closely involved in discussions on how this framework would work.

Key Concerns

• Voluntary vs mandatory - The company's proposal includes mandatory assignments after volunteers are exhausted. STSU is pushing for voluntary movement to be prioritised and for stronger protections against involuntary reassignment
• Pay during training - The company has proposed a pay-for-productivity model during fleet transition training. STSU has argued for notional pay protection, as pilots would be unable to fly revenue sectors during conversion

STSU's Position

• We support ICP as a command redistribution mechanism for First Officers.
• We have significant concerns about the MFC terms, particularly around the absence of notional payment during fleet transitions, the notice period, bonding terms, and the selection mechanism. We have formally communicated these concerns to the company and requested that they be addressed before the programme is announced.

Despite our feedback, the company has decided to proceed with the announcement. As ICP is voluntary in nature, we decided to allowed the announcement to go ahead; the decision to sign up rests entirely with you. No one is being compelled to join ICP.

We encourage you to review the full details of the programme, including both ICP and the MFC terms, so that you are in a position to make an informed decision that suits your personal and career circumstances.

We will continue to engage the company on the outstanding MFC terms and will update you as discussions progress. Our goal remains to ensure that the programme comes with fair and adequate protections for our members.

If you have any questions about how ICP and MFC might affect you, please feel free to reach out to any one of the leaders in the union, or see you at the engagement in May 2026.

Re-CUP Programme

Pilots

A new re-CUP programme is being developed to provide a pathway for pilots who previously started CUP but had to return to the right seat. The programme features stringent eligibility requirements designed to withstand scrutiny.

Details on eligibility criteria and the formal announcement are being finalised. We expect more information to be shared in due time. This is a positive development for pilots who stepped down from CUP and wish to return.

Training Bond for Command Upgrade

Pilots

Pilots who enter the Command Upgrade Programme (CUP) are bonded upon completing of training. However, the bond remains un-depreciated should the trainee stood-down from CUP. We are engaging the company to ensure fair treatment and depreciation of that bond. If you have concerns about your bond terms, please speak with your branch leaders.

SCCS Updates

Pilots

The SCCS programme has experienced delays and communication issues. Some applicants received offers whilst others in similar situations faced unexplained holdups, leading to frustration and confusion.

STSU has raised concerns about the lack of transparency and inconsistent communication from HR. We are pushing for clearer timelines for SCCS1, and for a single, reliable communication channel so applicants know where they stand.

If you are affected and have not received clarity on your application, please reach out to your branch leaders.

CAAS Flight Review & Monitoring Committee (FRMC)

Pilots

STSU continues to participate in the CAAS FRMC working groups. At the January 2026 main committee meeting, the working group led by STSU and the completed the study of ANR’s treatment of Standby. With the conclusion of that working group, STSU and Scoot has been tasked to lead another working group to review rules governing WOCL, Early Start and Late Finish. The working group is expected to have the proposals ready within 6 - 12 months.

This is important work that directly affects how fatigue-related exceedances are handled at the regulatory level. STSU's involvement ensures that the pilot perspective is represented in these discussions. We will share outcomes as they become available.

Childcare Leave Update

Pilots, Cabin Crew

Members have asked whether they can still apply for Childcare Leave (CCL) after opting out during the bidding cycle. The company has confirmed that opting out of CCL during bidding does not prevent you from applying for it later. A new "wallet" system is also being developed to allow more flexible CCL applications outside the main bidding process. We will share more details once the system is formalised.