The Unseen Realities Of EVA Air Cabin Crew: 5 Shocking Updates On Recruitment, Salary, And Labor Controversies

The world of an EVA Air cabin crew member, often viewed through the glamorous lens of five-star service, has recently been thrust into the spotlight due to critical, life-altering policy controversies and a significant push for labor reform. As of December 10, 2025, the airline is simultaneously ramping up its global recruitment efforts for 2025 while facing intense scrutiny over its internal sick leave policies following a tragic incident that sparked a massive public backlash and demands for immediate change from the Taoyuan Flight Attendant Union (TFAU). This deep dive explores the freshest updates, from the attractive, yet competitive, entry requirements and salary packages to the serious labor issues defining the current landscape of the airline’s flight attendants.

The role of a flight attendant at EVA Air, one of Taiwan's premier international carriers, demands exceptional service standards, but recent events have highlighted the often-unseen pressures and the critical need for robust employee welfare. The focus has shifted from the elegant third-generation uniforms to the essential policies governing crew health and safety, making the current operational environment a complex blend of high-end service and ongoing labor discussions.

The 2025 Global Recruitment Drive: Requirements, Salary, and Benefits

EVA Air is actively seeking new talent for its cabin crew team across multiple international hubs in 2025, reflecting a post-pandemic expansion and a need to staff its growing network of long-haul flights. The recruitment process is highly selective, emphasizing not only service aptitude but also critical language skills and educational background. This influx of new flight attendants is crucial for maintaining the airline's reputation for exceptional service.

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Essential Cabin Crew Requirements for 2025 Applicants

• Age Requirement: Applicants must generally be at least 20 years old, though some international recruitment drives (like the one in Vietnam) accept candidates aged 18 or older.
• Education: A minimum of a high school diploma or equivalent is required. Recruitment in certain regions, such as Thailand and Malaysia, often stipulates a university degree, diploma, or equivalent qualification.
• Language Proficiency: Fluency in Mandarin Chinese is typically required for Taiwan-based crew. For international hires, fluency in the local language (e.g., Thai, Malay, Vietnamese) plus excellent English is mandatory, with additional language skills considered a significant advantage.
• Physical Standards: Specific height and reach requirements are often enforced, though these can vary by country of recruitment. Applicants must also possess a clean bill of health and the ability to work on long-haul routes.

Competitive Salary and Comprehensive Benefits Package

The starting salary for EVA Air cabin crew is competitive within the Asian airline industry. New flight attendants can expect a base salary ranging from TWD 48,000 to TWD 60,000 per month (Taiwan Dollars). This range typically increases significantly with flight hours, per diem allowances, and seniority.

In 2024, EVA Air reported a substantial increase in the average salary for non-managerial full-time employees, with the average salary rising to NT$2,247,000, a 16.44% increase from the previous year. This reflects the airline's commitment to improved compensation following recent labor discussions.

Key benefits for EVA Air flight attendants include:

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• Travel perks and discounted flight tickets for employees and their families.
• Comprehensive health insurance coverage.
• Accommodation and per diem allowances during layovers in international destinations.
• Performance-based bonuses and retirement benefits based on the employee's average monthly salary.

The Policy Crisis: Tragic Death and Sick Leave Policy Overhaul

The most critical and recent development affecting the EVA Air cabin crew environment is the tragic death of a flight attendant following a long-haul flight to Milan. This incident, which occurred in late 2024, has ignited a fierce public backlash and intense scrutiny of the airline's sick leave and medical policies.

The controversy centers on claims that the flight attendant was denied necessary medical leave and became progressively ill during the trip. This situation brought to light the strict, punitive sick leave policies that allegedly penalized crew members for taking time off due to illness, particularly by affecting their performance evaluations.

Union Intervention and Policy Changes

In the wake of the tragedy, the Taoyuan Flight Attendant Union (TFAU) stepped in forcefully, demanding immediate and significant improvements to employee welfare and labor conditions. The airline's response has been swift, with management outlining possible policy changes after an internal investigation.

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Crucially, EVA Air announced a new policy to curb sick leave penalties. The EVA Air Union confirmed that under the revised rules, a flight attendant's performance evaluation will no longer be negatively affected by taking sick leave. This change is a direct result of the pressure and public outcry following the incident, marking a significant victory for labor rights and employee safety within the company.

Uniform Evolution and Ongoing Labor Relations

Beyond the immediate crisis, the EVA Air cabin crew is also at the center of ongoing discussions regarding workplace attire and the long-term resolution of past labor disputes, all of which contribute to the holistic working environment of the flight attendants.

The Push for Non-Gendered Uniforms

While EVA Air debuted its stylish third-generation uniform in the past, a more recent debate has focused on gender equality in the workplace. Staff members have actively pushed for the scrapping of the policy that mandates female flight attendants wear skirts.

Following a finding by the National Human Rights Commission in August 2024, which deemed the uniform requirements discriminatory, Taiwanese airlines were instructed to provide a pants option for female flight attendants. This development signifies a major step toward a more inclusive and practical uniform policy, allowing crew members more comfort and agency in their professional attire.

The Aftermath of the 2019 Strike

The history of EVA Air's labor relations includes the significant 20-day flight attendant strike in 2019. Updates on the legal fallout from this event continue to emerge. The airline had sought substantial compensation from the Taoyuan Flight Attendant Union (TFAU) for the financial damage caused by the strike.

In a key legal development, the Supreme Court rejected EVA Airways' appeal to recover compensation from the union for the strike. This ruling is a crucial part of the ongoing labor dialogue, affirming the union's legal standing in the context of collective action, even as the TFAU continues its work to improve daily working conditions and welfare policies, as seen in the recent sick leave controversy.

Topical Authority: The EVA Air Cabin Crew Profile

The EVA Air cabin crew, known globally for their professionalism and the airline's prestigious 5-Star Skytrax rating, embodies a unique blend of traditional Taiwanese hospitality and modern international service standards. The crew is rigorously trained in safety procedures, emergency response, and the high-touch service required for the airline's premium cabins, including Royal Laurel Class.

The current updates confirm that the EVA Air flight attendant role is one of high demand and high stakes. The airline is simultaneously a major global employer, actively hiring across Asia, and an organization under pressure to modernize its labor practices to prioritize employee well-being. The recent policy changes regarding sick leave and the move toward non-gendered uniforms demonstrate a clear shift toward a more progressive and employee-centric workplace, driven by both internal advocacy and external public scrutiny. Prospective candidates and industry observers must consider this complex environment—one that offers excellent career prospects but also demands a commitment to ongoing labor advocacy and policy evolution.