The Government of India presented a working paper A42-WP/176 EC 15 on 01Aug 2025 during 42nd session of ICAO Assembly, Economic Commission Agenda Item 26: Economic Development of Air Transport: PRACTICES IMPACTING ORDERLY CONDUCT OF INTERNATIONAL CIVIL AVIATION. The paper highlights the importance of orderly conduct of international civil aviation, as enshrined in the Preamble to the Chicago Convention. As per para 2.7 DGCA, India claims that “has recently issued Civil Aviation Requirement (CAR) Section 7, Series X, Part II, Issue III mandating minimum notice period and issuance of No Objection Certificate for first officers and commanders, which has ensured that conduct of civil aviation in the Indian domestic market is in an orderly manner, in so far as movement of pilots amongst Indian carriers is concerned”. (Click here to access the CAR, further mentioned as Reference No 1). The paper further claims that airlines form other Contracting States tend to recruit experienced pilots, engineers, technicians, and cabin crew from Indian carriers, preventing India’s civil aviation sector from achieving planned and orderly growth. The paper urges ICAO to develop a Code of Conduct on movement of staffing amongst Member States, to mitigate the adversarial impact on Indian Aviation. In short it urges airlines across globe to adopt standardised notice period as mentioned in Reference No 1 above. Not to forget, Reference No 1 is CAR Section 7 Series X Part II, Issue III is subjudice before the Honourable High Court of Delhi in the matter of W.P.(C) 12387/2009 filed by Society for Welfare of Indian Pilots v/s UOI & Ors, and the CAR is 2017 vintage.
Indian economy is thriving free market economy based on capitalist system. The Indian economy is projected to grow at a rate of 6.4% in 2025, according to the IMF. This makes India the fastest-growing major economy in the world. In a capitalist economy, the forces of supply and demand play a crucial role in determining the availability and cost of labor. The interplay between businesses seeking workers (demand) and individuals offering their labor (supply) shapes the labor market. When demand for labor exceeds the available supply, wages tend to rise, attracting more workers. Conversely, if supply surpasses demand, wages may decrease, leading to potential unemployment as some workers may be laid off or struggle to find work. So if there is more demand for Aviation specialist due to rapid expansion, we should be witnessing a moderate rise in pay of these specialists. However, Indian aviation specialists pay is at least 30% lesser than other countries. So what is the purpose of this paper? Is DGCA, India attempting to restrict the fundamental employment rights of Indian aviation professionals under the guise of “orderly conduct”. This proposal essentially asks the international community to legitimise what amounts to employment bondage for Indian aviation personnel who have made enormous personal financial investments in their careers, only to face artificially suppressed wages and restricted mobility. This blog will explain how?
Comparative Salary Analysis
Salary comparisons of FIRST OFFICER
- Indian First Officer: ₹1.5-2.5 lakhs/month (USD 1,800-3,000)
- Middle East First Officer: USD 4,500-7,000/month tax-free plus other benefits like house, education and medical which makes it comparative to US or Europe
- European First Officer: USD 5,000-8,000/month plus comprehensive benefits
- US First Officer: USD 4,000-6,000/month
Salary comparison of CAPTAIN
- Indian Captain: ₹4-8 lakhs/month (USD 4250-8500)
- Middle East Captain: USD 9000/month tax-free plus other benefits like house, education and medical which makes it comparative to US or Europe
- European Captain: USD 11,000/month plus comprehensive benefits
- US Captain: USD 13500/month
The data reveals the stark disparity in pay which actually drives pilot migration. So instead of making the salary structure more competitive DGCA, India wishes to make the aviation professional a bonded labour by asking the world to standardise notice periods, coordinate migration and follow model code of conduct.
Cost of Training
Due to lack of FTO, the cost of training for CPL in India is amongst the highest in the world. Indian pilots invest between ₹1.25-1.5 crores (approximately USD 150,000-180,000) which typically includes:
- Commercial Pilot License (CPL) training: ₹25-35 lakhs
- Multi-Engine Instrument Rating (ME-IR): ₹8-12 lakhs
- Type Rating on commercial aircraft: ₹15-25 lakhs
- Additional endorsements and recurrent training: ₹10-15 lakhs
- Living expenses during 18–24-month training period: ₹15-20 lakhs
Comparative Analysis with Other Professional from Tech, Med and Science
India’s ICAO proposal reveals glaring selective discrimination against aviation professional. The profession like doctors, engineers and scientists who enjoy huge eduction subsidy from government and even education loan at very low interest rate are allowed to migrate overseas without restrictions. With glaring shortage of medical professionals, 75,000+ India origin doctors are practicing in the US alone; 36 % IIT graduates migrate to US within five year itself. Yet pilots who personally invest ₹1.25-1.5 crores in self-funded training are proposed to employment bondage, violating Article 14’s equal treatment principle and exposing that this proposal serves commercial airline interests rather than legitimate policy, effectively transforming the only self-funded professional category into indentured workers while celebrating freedom for every subsidised profession.
The Fundamental Rights Contradiction. India’s proposal creates an unprecedented violation of equal treatment under law where in:
- Article 14 (Right to Equality). All professionals should have equal employment mobility rights regardless of industry
- Article 19(1)(g) (Freedom of Profession). Pilots deserve the same professional freedom as doctors, engineers, and civil servants
- Article 21 (Right to Livelihood). Restricting employment opportunities violates the fundamental right to earn a living
International Best Practices. How other markets handle talent mobility? Successful aviation markets worldwide demonstrate that talent retention comes through competitive compensation, not employment restrictions: –
- United States: No notice period restrictions for pilots; airlines compete through pay, benefits, and career progression opportunities. Result: robust domestic aviation sector with competitive salary standards.
- European Union: Freedom of movement allows pilots to work across EU carriers; airlines invest in retention through competitive packages rather than contractual restrictions.
- Singapore: Despite small market size, retains talent through world-class compensation and professional development opportunities, not employment bondage.
- Australia: Pilots move freely between carriers; market forces ensure competitive compensation levels that eliminate artificial retention needs.
The Real Solution: Market-Based Compensation. Addressing Root Causes, Not Symptoms would be the real solution. Rather than seeking international restrictions on pilot mobility. India should address the fundamental market failures driving talent exodus:
- Salary benchmarking against international standards adjusted for cost of living and cost of training
- enabling career progression pathways
- Training cost reduction by enabling education loan for flying training, or government subsidy on fuel or training.
The Monopoly Concern. Anti-Competitive Implications wherein India’s proposal essentially seeks to create a cartel-like environment where: –
- Airlines can suppress wages knowing pilots cannot seek international opportunities
- Competition for talent is artificially eliminated, removing market pressure for fair compensation
- Pilots become captive labour despite enormous personal investment in their profession
- International carriers are prevented from accessing willing Indian talent at mutually beneficial terms
Instead we should celebrate the demand of Indian aviation professionals like we do for our doctors or IT professionals. This should become the strength of our education and professional training. This will not only create more jobs but create infrastructure development and support government vision of UDAN. It is time we recognise aviation as strategic sector deserving investment support rather than employment restrictions.
Conclusion
True “orderly conduct of international civil aviation” requires protecting the rights of professionals who make aviation possible, not creating employment restrictions that violate equal treatment under law. As Eddie Rickenbacker wisely noted, “Aviation is proof that given the will, we have the capacity to achieve the impossible”; but achieving the impossible requires freedom, not chains. The global aviation community’s responsibility is ensuring safety through motivated, fairly-compensated professionals, not enabling wage suppression through artificial restrictions that transform highly skilled aviators into indentured workers while granting complete mobility to every other professional category.
Be Safe. Fly Safe.
