1. Disability Mission Agreement & 2025 Review
A new collective agreement for the Airbus UES (Economic and Social Unit) has been negotiated for the 2026–2028 period, reinforced by a service convention with AGEFIPH. The review of this new agreement will be shared with Trade Unions (Organisations Syndicales) starting in 2026.
Hiring Plan and Recruitment Policy
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Airbus Operations (AOP): Total success. The three-year targets were widely exceeded, with 156% of the permanent contract (CDI) hiring target achieved and 15% of the Airbus High School intake (vs. a 6% target).
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Airbus SAS (SAS): Highly mixed results. The 3-year targets remain "Partial": 63% for permanent contracts (CDI), 89% for work-study students (alternants), and 60% for interns.
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Indicator: The positive employment rate reflects direct employment, excluding temporary workers (who represent 5.70%). Out of 54 recruitments carried out , 45 are work-study students.
DOETH Employment Rate & Legal Framework
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AOP: Excellent global employment rate at 7.03% (acting as a locomotive for the Metallurgy branch, which is requesting a bonus for companies reaching over 6% via the March 31, 2026 branch agreement).
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SAS: Reached 5.75%.
Working Conditions
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High usage of disability-specific leave: an average of 2.66 days per person at AOP and 2.58 days at SAS.
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Increase in workplace accommodations for neurodiversity (26 at AOP / 10 at SAS) and medical teleworking (25 at AOP / 23 at SAS). Equipment requested by disabled workers (RQTH) is fully reimbursed and delivered to their homes upon medical prescription.
2. Engagement Roadmap (Airbus SAS)
The objective is to reconnect personnel post-Covid and strengthen the sense of belonging across the 4 founding countries.
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Aeronautical Initiation Certificate (BIA): Offered on-site (industrial hangar) over a 3-year cycle. Opened to employees' dependents for the past 2 years. It reaches 1.3% of employees (with a 5% no-show rate in 2025).
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Pink October (Octobre Rose): Run/walk against cancer organized with AISC and AISA. In 2025, a mandatory donation was implemented during registration to increase accountability, resulting in €13,000 donated to the Ligue contre le cancer.
3. Accidentology
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Indicators (as of late April): FR1 (Frequency Rate 1) at 0.58 (increasing); TF1 at 1.62. (0 FR1 accidents recorded in May).
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Typology: The majority of accidents occurred during business travel or at Airbus Operations. Accidents related to stress or with no apparent cause were excluded from the FR1 calculation.
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Commuting: 43 accidents since January, 29 of which involved two-wheelers (bicycles/motorcycles).
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Recent Highlights: Two serious accidents involving subcontractors occurred this week.
4. YourSay Survey & Environment
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YourSay (launched Jan 12, 2026 - next campaign in June): In Blagnac, 75% participation, an engagement score of 8.1, and 87% favorable opinions. AI-driven automated analysis performed by the Leadership University.
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FO Alert: Lack of clarity from management regarding the local analysis methodology and how managers will practically implement the results.
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Environment: CO2 performance is on track (below target), but water consumption targets were exceeded.
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Teleworking: Management has initiated discussions to define a new collective framework, while respecting the Group agreement and reviewing logistical capacity constraints.
5. Commercial Situation & Supplier Tracking
Key Figures (As of end of April 2026)
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Net Orders: 405 (436 gross orders including 13 from SCOOT, minus 31 cancellations). Performance is ahead of forecasts. (Boeing stands at 284).
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Deliveries: 181 since January (slight decrease vs. 186 in April 2025). In April, 67 aircraft were delivered against 72 planned.
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Objectives: Reach 350 deliveries by the end of H1 (targets: 80 in May, 90 in June) to aim for ~870 deliveries by year-end 2026.
Supply Chain Bottlenecks
Three major bottlenecks are delaying deliveries: Sofitec panels, Pratt & Whitney engines, and certification delays in China.
Engine Manufacturers Focus
The economic model of engine manufacturers (making profits on the aftermarket and spare parts) creates a misalignment of interests with the aggressive production ramp-up targeted by Airbus.
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CFM (Safran/GE): Situation restored following the 2025 strikes. Target to drop from 90 Aircraft on Ground (AOG) at the start of the year to 0 by year-end. Volume negotiations for 2028–2029 are scheduled for late June.
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Pratt & Whitney (Critical Point): Major quality crisis since 2023 (contaminated powder used to forge critical engine parts). The Aircraft on Ground (AOG) crisis is expected to last until 2029.
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Rolls-Royce (Widebody): Monthly monitoring, stable situation with very few AOGs.
6. ATI Agreement
An amendment to the 2016 ATI agreement was signed by all Trade Unions (OS) at SAS to adapt teams to the business ramp-up and new pilot deployment schemes (fewer aircraft returning to Toulouse).
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Pillar 1 (Schedules): Reduction of arduous working hours (less night and weekend work). Introduction of on-call duties to manage contingencies. Implementation of a differential allowance to compensate for the reduction in pay.
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Pillar 2 (Standby/Reserve): Elimination of the standby reserve system (28 days at home). Employees who had already acquired the 6 recovery days associated with it will keep them.
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Pillar 3 (Recognition): Valuing the maintenance technician role via a premium proportional to the number of daily stopovers (escales) performed.