Low pay, fatigue and staff shortages put Hong Kong’s aviation hub status at risk: unions

An international aviation hub connects a city to global air transport through strong infrastructure and reliable daily operations. It needs more than runways and terminals. Hong Kong’s union argues that experienced frontline workers and their operational agility are central to the airport’s competitive strength.

Hong Kong International Airport retained the title of the world’s busiest cargo airport in 2025, achieving the ranking for the 15th time. The city is also moving toward full operation of its three-runway system and Terminal 2. These facilities are intended to support wider international aviation activity.

The government identified aviation development as a goal in its first five-year plan. However, staffing problems could weaken the benefits of new infrastructure. Low pay, difficult shifts, long commutes and heat exposure may make it harder to attract and retain skilled workers, potentially weakening Hong Kong’s global position.

Hong Kong International Airport has a major global aviation role because it handled more cargo than any other airport in 2025. It retained the world’s busiest cargo airport title for the 15th time. That repeated ranking demonstrates the airport’s importance in international freight operations.

The city is preparing for the full operation of its three-runway system and Terminal 2. These projects are intended to strengthen Hong Kong’s position as an international aviation hub. The source does not state the system’s planned annual passenger or aircraft capacity, so its scale cannot be quantified further here.

Infrastructure alone may not guarantee success. The Staffs and Workers Union said operational agility, built on frontline experience and skills, is Hong Kong’s key advantage. Staffing shortages, retirements and difficult employment conditions could therefore limit how effectively the expanded facilities operate.

Frontline aviation work is becoming harder to fill because its rewards may not match its demands. The union cited low pay, irregular shifts, long commuting times and physically demanding duties. Workers may also face extreme heat. Together, these conditions make jobs less attractive and make experienced employees harder to retain.

The problem is especially serious as veteran workers retire. Staff who left during the pandemic remain reluctant to return, according to union chairman Wilson Yap Yee-liek. The union also said low entry-level pay had weakened recruitment. Warehouse workers earned less than HK$10,000 in basic monthly salary before July 2023.

The shortage affects more than headcount. The union described a “crisis of succession in industry experience.” If experienced workers leave and new recruits cannot be retained, the airport may lose operational knowledge needed for efficient and safe work. Hong Kong’s aviation expansion could then face a workforce constraint.

The Labour Importation Scheme is designed to fill aviation manpower gaps by allowing employers to recruit workers from outside Hong Kong. It covers up to 6,300 workers across 10 designated frontline occupations. The policy responds to shortages that employers have struggled to solve through local recruitment.

The scheme also sets median-wage benchmarks. Employers must meet these levels when recruiting locally and importing workers, helping protect local employees from wage competition. For warehouse operators, the benchmark was HK$14,300 in 2023 and rose to HK$14,800 in November 2025.

The union says the safeguard is incomplete. It covers only designated occupations and entry-level pay. Supervisory roles and other positions lack equivalent protection. Some workers reportedly earned less after promotion. A supervisor could receive just over HK$16,000 monthly, while a customer service agent’s mandated median salary is HK$18,900, weakening incentives to advance.

Experienced workers carry practical knowledge that helps an airport respond quickly and maintain reliable operations. Supervisors are especially important because they guide frontline teams and support consistent procedures. When these workers leave or cannot be replaced, the airport may lose operational agility.

The union reported that some employees saw their pay fall after promotion. A supervisor’s basic monthly salary could be just over HK$16,000, with allowances included, still below a frontline customer service agent’s total earnings. The mandated median salary for customer service agents is HK$18,900. This disparity can discourage workers from becoming supervisors.

The result could be a shortage of experienced leaders. The union warned that this would affect airport safety and efficiency. Retirements and pandemic-related departures already reduce the pool of experienced staff. Without attractive progression and retention, expansion may increase pressure on remaining workers and weaken the succession of industry knowledge.

Staffing and safety concerns involve several groups. The Airport Authority monitors staffing and engages employers, industry partners and unions. Employers must manage recruitment and working conditions. Workers and their representatives identify practical problems. For pilots, Cathay Pacific and the Civil Aviation Department are also central to safety discussions.

The pilots’ association called for Cathay to restore two regular meetings. Flight Ops-AOA meetings reviewed operational safety, while Joint Rostering Committee meetings discussed pilot scheduling. The association said pilot representatives had not been formally involved since 2021. It also proposed a three-way dialogue among pilots, the airline and the Civil Aviation Department.

Cooperation could improve decisions because workers see operational risks directly. Pilot input may help address fatigue and safety reporting. Broader engagement could also improve staffing policies and retention. The Airport Authority said it would continue discussing manpower, labour matters and the importation scheme with relevant groups.

A safety-critical industry needs a steady supply of skilled people, but employment conditions shape whether workers enter, stay and advance. Low pay can make demanding jobs unattractive. Irregular shifts, long commutes, physical work and extreme heat add pressure. If conditions remain poor, experienced employees may leave and new recruits may not stay.

Promotion must also offer a clear benefit. The union said some supervisors earned less than frontline customer service agents after allowances were included. That can discourage capable workers from seeking responsibility. For pilots, the Hong Kong Aircrew Officers Association identified fatigue and the airline’s safety reporting system as concerns.

These issues reinforce one another. Poor progression reduces the supervisor pipeline, while fatigue can affect safety and retention. The association argued that pilots need a stronger collective voice on operational issues. Better dialogue among workers, employers and regulators could help identify risks and improve the industry’s ability to retain skilled staff.