Aviation Workforce Shortage remains a pressing challenge for the global aviation sector in 2025, prompting heated discussions at the 42nd ICAO Assembly. Two contrasting approaches have emerged: the European Union’s push to expand the talent pool and enhance career appeal, and India’s proposal for a global Code of Conduct to regulate international recruitment of its skilled aviation personnel. These strategies reflect divergent priorities—global mobility versus national workforce stability—highlighting the complexity of addressing the shortage while ensuring operational safety and fairness.
India’s Push for Workforce Stability
India has raised concerns about the Aviation Workforce Shortage exacerbated by foreign airlines recruiting its trained pilots, engineers, and cabin crew. Such poaching, India argues, disrupts fleet expansion and burdens airlines with the cost of training replacements. To address this, India proposes an ICAO-led Code of Conduct to enforce standardized notice periods and consultations before international recruitment. Domestically, India mandates a six-month notice for pilots transferring between airlines, a period deemed sufficient for carriers to recruit and train new staff. This approach aims to stabilize operations and protect national aviation interests.
EU’s Focus on Expanding Talent and Appeal
The European Union views the Aviation Workforce Shortage as a global supply issue impacting flight crews, air traffic controllers, engineers, and regulators. Key drivers include uncompetitive salaries, poor fatigue management, pandemic-related exits, and lack of diversity. The EU advocates for solutions aligned with International Labour Organisation (ILO) Conventions No. 97 and No. 111, and ICAO’s Next Generation of Aviation Professionals initiative. Rather than restricting mobility, the EU emphasizes making aviation careers more attractive through better pay, improved work conditions, and expanded training programs to address the shortage holistically.
Operational Challenges and Realities
India’s claim of disruptive, unplanned staff departures is tempered by its six-month notice rule, which provides airlines ample time to manage transitions. Pilots often leave for better pay, predictable schedules, or improved quality of life—issues within employers’ control. Restricting departures after notice periods conflicts with ILO principles of free movement. The Aviation Workforce Shortage, therefore, stems more from retention challenges than foreign recruitment, suggesting that improving workplace conditions is critical to retaining talent.
Lessons from Other Skilled Sectors
The Aviation Workforce Shortage can draw parallels with sectors like IT and medicine, where skilled Indian professionals migrate globally without restrictive codes. These industries focus on expanding training pipelines and improving retention rather than limiting mobility. Aviation could adopt a similar model unless unique safety risks justify restrictions. India’s six-month notice period already mitigates safety concerns, making additional barriers unnecessary and potentially counterproductive to global workforce needs.
ICAO’s Balancing Act
As the Aviation Workforce Shortage dominates global discussions, ICAO faces the challenge of balancing national stability with international mobility and safety. ICAO’s policies prioritize non-discriminatory employment and operational safety, favoring open mobility to maintain a skilled global workforce. The organization must encourage industry-wide improvements in pay, fatigue management, and training capacity without disrupting other markets, ensuring that solutions benefit the entire aviation ecosystem.
Why the EU’s Approach Resonates
The EU’s strategy for addressing the Aviation Workforce Shortage aligns with international labor rights and tackles root causes. Restricting mobility after notice periods, as India suggests, merely delays departures without addressing the shortage’s core issues. Sustainable solutions—such as scientific fatigue management, competitive salaries, better rosters, and career development—create a motivated workforce while respecting individual rights. These measures are more likely to attract and retain talent than regulatory barriers.
Embracing Mobility as a Solution
The Aviation Workforce Shortage requires solutions that prioritize mobility over restrictions. India’s six-month notice period already ensures operational stability, and further barriers risk stifling global talent flow. The real challenge lies in making domestic aviation careers more appealing through improved conditions. ICAO should champion policies that promote attractive career paths, enhance training, and uphold labor rights. By fostering open mobility, the aviation sector can build a skilled, motivated, and sustainable global workforce, addressing the shortage while supporting long-term growth.
