The aviation industry is facing an unusual situation. Airlines are announcing job cuts and restructuring plans, while aircraft manufacturers are forecasting demand for millions of new aviation professionals.
According to Airbus, the industry will need 2.44 million new pilots, aircraft maintenance technicians and cabin crew members by 2045. Yet in 2026, some airlines are reducing their workforce, closing bases and limiting recruitment.
So, is aviation really experiencing a workforce shortage, or are jobs becoming harder to find? The answer is more complicated than either headline suggests. Aviation hiring in 2026 is being shaped by two different realities: long-term industry growth and short-term financial pressures.
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Aviation will need 2.44 million new professionals by 2045
Airbus released its latest Global Services Forecast on October 14, 2026, outlining the aviation industry’s workforce requirements over the next two decades. According to the forecast, the industry will need approximately 1.05 million new cabin crew members, 730,000 aircraft maintenance technicians and 660,000 pilots by 2045.
These figures represent cumulative workforce requirements over the forecast period, not vacancies currently available. They reflect the need to support future fleet growth and replace professionals leaving the workforce.
Airbus also expects the global aviation services market to more than double, reaching over $420 billion by 2045. As commercial fleets expand and aircraft operations become more complex, airlines and maintenance organisations will need qualified employees to support their operations.
However, this demand will not be distributed equally. Some regions are expected to experience stronger aviation growth than others, and individual airlines may face very different financial and operational conditions.
Why airlines are cutting jobs despite growing demand
A growing global aviation industry does not necessarily mean that every airline is financially healthy. Recruitment decisions depend on an airline’s financial performance, aircraft availability, operating costs, route network and future business plans.
When these conditions change, airlines may need to reduce their workforce, even when the wider industry continues expanding.
Recent developments in Europe show how quickly employment conditions can shift. In October 2026, airBaltic announced restructuring plans that could affect approximately 500 to 700 positions. The proposed changes came as the airline worked to adjust its operations and improve its financial position.
For employees, restructuring can mean uncertainty about their current role, future career opportunities or the possibility of relocating to another base. However, an individual airline reducing its workforce does not necessarily indicate that demand for aviation professionals is declining across the entire industry.
While one operator may reduce its fleet or routes, another may be expanding operations, opening maintenance facilities or recruiting additional crew. This explains why aviation can experience workforce shortages and job cuts at the same time.
One airline’s job cuts can create opportunities elsewhere
One of the most important characteristics of aviation employment is that demand for qualified professionals can move between airlines, countries and regions.
When an airline restructures, experienced employees may become available to other employers that are expanding their operations. This is particularly relevant for pilots and aircraft maintenance professionals whose qualifications and experience may be valuable across several aviation markets.
A recent example comes from the Baltic region. While airBaltic was discussing workforce reductions, Ryanair announced an engineering recruitment event in Riga for October 28, 2026. The airline is recruiting technical professionals for opportunities across its European maintenance network, including positions in Ireland, Lithuania, the United Kingdom and Germany.
Ryanair has not stated that its recruitment campaign is directly related to airBaltic’s restructuring. Nevertheless, the timing demonstrates how different airlines can have very different workforce requirements within the same region.
For candidates, this means that losing a position or experiencing reduced opportunities at one airline does not necessarily mean leaving aviation altogether. Opportunities may be available with another employer, although relocation, licensing requirements and aircraft experience can influence eligibility.
Why aviation workforce shortages are not the same everywhere
Aviation workforce shortages are often described as a global problem, but recruitment happens at a much more local level. An airline may struggle to find experienced engineers in one country while another operator is reducing technical positions elsewhere.
The challenge is not always a lack of qualified professionals. Sometimes, the available workforce is simply not located where employers need it.
For pilots, aircraft type ratings, recent flying experience, licence requirements and minimum flight hours can determine eligibility for available positions. A pilot qualified to operate one aircraft type may not immediately meet the requirements for a vacancy involving another fleet.
Aircraft engineers face similar challenges. Employers often require specific licence categories, aircraft type experience and certifying privileges. Moving between countries may also involve regulatory requirements or additional approvals.
Cabin crew candidates encounter different restrictions, including language requirements, work authorisation, base availability and airline-specific training.
These differences help explain why an industry can report long-term workforce shortages while some experienced professionals struggle to find suitable vacancies.
What does this mean for pilots, engineers and cabin crew?
For aviation professionals, Airbus’ forecast provides a positive long-term outlook, but it should not be interpreted as a guarantee of immediate employment.
Pilots are expected to remain in demand as airlines expand their fleets and replace retiring crew members. However, recruitment will continue to depend on aircraft types, operational requirements and airline growth. Pilots planning their next career move should pay attention to fleet developments, recruitment requirements and opportunities beyond their current base.
Aircraft engineers and technicians account for 730,000 of the forecast workforce requirements. As fleets grow and maintenance demand increases, technical skills will remain important across the industry. However, employers may prioritise candidates with specific aircraft experience, recognised licences and relevant maintenance qualifications. For engineers considering international opportunities, understanding licence acceptance and employer requirements is particularly important.
Cabin crew represent the largest workforce category in Airbus’ forecast, with 1.05 million new professionals expected to be required by 2045. Recruitment will continue to be influenced by airline expansion, passenger demand and training schedules. Candidates should monitor recruitment campaigns regularly, as application windows may be short and requirements can differ significantly between airlines.
In all three professions, long-term industry demand does not remove the importance of choosing the right opportunities and maintaining relevant qualifications.
How aviation professionals can prepare for an uncertain job market
The aviation job market will continue to change as airlines adjust their operations, introduce new aircraft and respond to economic conditions. For candidates, the most useful approach is to prepare for these changes rather than rely entirely on long-term hiring forecasts.
Keeping an updated CV, maintaining current qualifications and monitoring vacancies across several employers can make it easier to respond when new opportunities appear. Professionals who are open to relocating may also have access to a wider range of positions, although employment conditions, licensing and relocation costs should always be reviewed carefully.
It is also worth following actual recruitment activity rather than relying only on industry predictions. Aircraft orders and workforce forecasts indicate where future demand may develop, but active job vacancies, recruitment events and confirmed fleet expansion provide a clearer picture of immediate opportunities.
Candidates can explore available aviation jobs on AviationCV and compare opportunities across different airlines, countries and professional categories.
The future of aviation jobs is still growing, but not without challenges
The aviation industry is not moving in one direction. Some airlines are restructuring, reducing costs and making difficult workforce decisions, while others are expanding their fleets, developing new maintenance facilities and recruiting additional professionals.
Airbus’ forecast of 2.44 million new aviation workers by 2045 highlights the scale of the industry’s long-term workforce requirements. However, these opportunities will emerge over many years and will depend on regional growth, airline strategies and the availability of qualified professionals.
For pilots, engineers and cabin crew, the important distinction is between future workforce demand and the jobs available today. A growing industry can still experience difficult hiring periods, and an airline restructuring does not necessarily mean an aviation career has reached a dead end.
Aviation will need millions of new professionals, but where those jobs appear, when they become available and which qualifications employers require will matter just as much as the headline numbers.
Looking for your next opportunity? Explore the latest pilot, aircraft engineering and cabin crew jobs on AviationCV.