CC7059 - Fatigue
Initial Report
Main concern I’m being ‘investigated’ for misuse of fatigue when all have been genuine and this could be a safety issue that people like myself now will be frightened to not go fatigued as managers are accusing me of misuse when all have been accepted yet now being pulled and investigated over 12 months after. Managers do not attend SEP courses and therefore have a lack of knowledge or have even read my personal fatigue reports. Which should be confidential. Disciplinary crew for reporting fatigue is against guidance. I’m now in fear of my job which they are asking me to do by making me worry to not report fatigue. Fatigue is often out of the individual’s control.
Even with good sleep hygiene, factors like shift patterns, workload, stress, and personal health can lead to fatigue. Reporting it shows responsibility, not negligence.
comments
Company Comment
The changes to the Unfit for Duty (Fatigue) handling processes have been made with the full co-operation and support of the Cabin Crew Union representatives who had strongly urged for more Base Management involvement. The overarching policy is to provide support to CCMs who are struggling to achieve adequate pre-flight rest. Fatigue is a whole life issue, home life and health are all very important factors and early intervention is seen as wholly appropriate for crew members who may be struggling. The argument by BASSA that some crew members with disproportionately high levels of Unfit Reports may be misusing the fatigue process is acknowledged but the fatigue team and the cabin crew management team have stressed that this is a safety process and is managed in accordance with the Airlines Just Culture. No crew member has or will face disciplinary action based upon fatigue reporting alone. It has however been agreed that disproportionately high levels of Unfit Reports can be considered where a crew member is already being managed under the absenteeism policy, i.e., there are other high levels of absenteeism. Previously, even high levels of absenteeism due to fatigue were not managed.
CAA Comment
Fatigue management is intended to identify roster-induced fatigue and enable action to be taken to address potentially fatiguing roster patterns. An investigation may not identify the cause as being a result of a duty or pattern of duties and the outcome may be identified as an individual crew member being unrested. Whilst operators have a responsibility for rostering required rest periods, crew members have a responsibility to ensure they are properly rested before reporting for a duty. Where personal health is a contributory factor, fitness to undertake a duty and sickness absence reporting should be considered. Where a crew member has repeated absence whether as a result of fatigue or sickness, an operator may wish to hold discussions with the crew member concerned in order to identify whether there are any underlying casual factors that may require further support, such as a referral to an employee assistance programme or occupational health.
CHIRP Comment
Investigating reports months after submission – sometimes even a year later – can be challenging. Memories fade, records may be incomplete, and crew can understandably feel anxious about being accused of “misuse,” even when their concerns are genuine. For reporting to work well, investigations need to be timely and focused on learning and support, not blame. Getting this right helps build trust and encourages crew to raise safety concerns openly.
ICAO defines fatigue as: “A physiological state of reduced mental or physical performance capability resulting from sleep loss, extended wakefulness, circadian phase and/or workload (mental/physical activity) that can impair a person’s alertness and ability to perform safety-related operational duties.”
Fatigue is highly individual and what affects one crew member may not affect another in the same way. Reporting safety-related concerns, including fatigue, is a professional act and shows commitment to both your own well-being and safe operations. When organisations respond with support rather than punishment, everyone benefits. A ‘Just Culture’ encourages open reporting, continuous learning and safer aviation for all.
Management has a duty of care to carefully consider repeated fatigue reports to support crew welfare and maintain operational safety. While a single report may indicate a short-term issue, repeated reports could point to a more serious, long-term problem. Responsible management involves identifying potential underlying issues while ensuring that crew receive appropriate support.