What is the hiring process like at British Airways?

Work, life balance Discounts Staff travel- when it works in your favour Part-66 licence modules training

The company demonstrated a profound lack of loyalty during the peak of the COVID-19 pandemic. In 2020, a poorly executed redundancy process left many of us without support and with a complete lack of empathy. It was clear there was no effort to help employees stay employed, while others who were less deserving were kept on or transferred to more secure locations. This was particularly frustrating as the company did not fully utilize government furlough schemes or voluntary redundancy, which many of us would have preferred. On top of this, the compensation was very poor. Employees on new contracts received less shift pay and fewer days of annual leave than those on older contracts, creating a clear disparity. The workplace culture was also a constant source of tension due to pervasive office politics. To make matters worse, the bonus scheme was consistently weak, even in years of huge profits, and there was no employee share option available. This left many feeling undervalued and unappreciated.

Staff travel/ diversity/ specially in this department there is a good working environment

There are a lot of employees who appear to contribute very little to the workload. Unfortunately, due to UK employment laws, it can be difficult for the company to address persistent underperformance. As a result, the company often places greater expectations and pressure on the employees who work hard, rather than holding underperforming staff accountable. The working schedule is 6 days on and 3 days off, with 9-hour shifts and unpaid breaks. Shift patterns can be particularly challenging. The earliest shift starts at 4:15 a.m. and finishes at 1:15 p.m., while late shifts can run from 3:00 p.m. to midnight or from 9:00 p.m. to 6:00 a.m. the following morning. Work-life balance is limited due to the demanding schedule and rotating shift patterns. The combination of long working hours, frequent weekend work, and overnight shifts can make it difficult to maintain a healthy balance between professional and personal commitments. Management effectiveness is also a concern. Managers and team leaders are often recruited by existing managers, which can create the perception of favoritism. In some cases, family members and friends of current managers appear to be given preference for leadership roles, raising questions about fairness and merit-based recruitment.