The pilot shortage is here — and it’s grounding flights
Last week’s announcement from SWISS (cancelling 1,400 flights during the critical summer season due to a lack of pilots) is not just a warning sign nor an isolated incident. It’s the reality of an industry that has waited too long to act, and a wake-up call for decision-makers that have long relied on the open market to supply one of the most vital resources for airlines: Pilots.
Photo: AAP Aviation / AI
SWISS’ decision affects long-haul and short-haul flights across Europe, Asia, and North America. Routes to Shanghai, Chicago, Mykonos, Oslo, Hamburg, and many more will see reductions or complete suspensions from May to October 2025. Why? The limited pipeline of qualified pilots from the past years resulted in the airline being forced to reduce its offering during its most profitable season. And SWISS is not alone. Similar pressures are mounting across Europe, the US, and Asia. The combination of early retirements, post-pandemic training delays, fleet transitions, late aircraft deliveries and, most critically, the low production of airline-ready commercial pilots, are the main factors that have been grounding flights. The truth is: The future of our industry depends hugely on how we invest in people today.
Time to rethink access
We see constantly more airlines investing in the kind of structured, long-term initiatives to ensure a steady pipeline of qualified professionals. For many young people, becoming a pilot is a dream clouded by uncertainty: How do I finance my training? Will I get a job afterwards? Is the investment worth it? That’s where cadet programs, whether fully sponsored or self-funded with job guarantees, can make a huge difference.
Pilot education is unfortunately not accessible to talents from all parts of society, and without financial accessibility or job security, many aspiring pilots are being priced out of training opportunities. With retirements accelerating exponentially, and the time for training one single pilot being two years, not modernizing our thinking around talent training can be a risky game to play.
Walking the talk
As specialists within training and recruitment, our company sees firsthand how much a guaranteed job opportunity means to future pilots - and there are good examples of operators leading by example.
Wizz Air’s “She Can Fly” program e.g. showcases how targeted cadet schemes can address both workforce needs and diversity goals. With a fully funded cadet initiative aimed exclusively at women, the airline offers not only financial support but also mentorship and role models. Other airlines, such as Iberia and Emirates, have also introduced various cadet programs over the years, some of which combine partial funding with job placement guarantees or in-house training schools, reinforcing long-term workforce planning.
We are also proud to mention Icelandair’s cadet program, a partnership with AAP Aviation and our flight school, Pilot Flight Academy, as a prime example. In 2023, the airline designed a program with our flight school where they did a rigorous selection process to find the most suitable candidates for their integrated ATPL program - where 40% of selected candidates were women. The initiative helped Icelandair ensure high training standards, secure long-term talent, and gave cadets the confidence that their future is being taken seriously from day one.
This kind of investment pays off far beyond the balance sheet. Ask yourself: What sends a stronger message about your airline’s commitment to the future than an inclusive and clear path to the flight deck?
Flight cancellations due to lack of pilots cannot become a seasonal norm, otherwise we risk having a weaker global network, frustrated passengers, overworked crews, and lost revenue opportunities for airlines. As an industry, we need to remove barriers, invest early, and think long-term. Because if we can’t get enough pilots into cockpits, it won’t matter how advanced our fleets are or how digital our systems become; the planes simply won't fly.