Summer may be synonymous with relaxation for holidaymakers and every summer seems to produce its share of eye-catching headlines. Just days ago, The Guardian reported on a drunk British holidaymaker who tried to kiss a flight attendant on a plane and was arrested on his way back through Palma airport. A week earlier, headlines were dominated by reports of a flight from Dublin to Ibiza descending into what was described as “sex and booze chaos,” leaving fellow passengers shocked.
These incidents may generate irresistible clickbait and fuel endless social media discussions, but behind the headlines lies a far more troubling reality for airline crews and airport staff. Years ago, the European Union Aviation Safety Agency (EASA) already sounded the alarm and reported that the safety of a flight within the EU is threatened by disruptive or unruly passengers every three hours, with around 70% of incidents involving some form of aggression.
According to the International Air Transport Association (IATA), unruly passenger behaviour includes violence, harassment, verbal abuse, smoking on board, refusal to follow safety instructions, and other actions that disrupt the safety and orderly operation of a flight. Although committed by only a small minority of travelers, such actions have a disproportionate impact on flight safety, passenger wellbeing, airline operations, and costs. According to IATA, Non-compliance with crew instructions remains the most frequently reported issue, particularly relating to smoking or vaping on board, fastening seat belts, carrying excess cabin baggage, and consuming personal alcohol.
Last month, the findings of the European Transport Workers’ Federations (ETF) 2026 survey on violence against women transport workers were released, revealing a deeply troubling reality for women working across the sector. Based on responses from 1732 women transport workers from across Europe and all transport modes, an alarming 71% reported experiencing violence or harassment in their current job. The ETF survey also found that customers and service users were responsible for most incidents, accounting for 53.4% of the most recently reported cases. Verbal harassment was by far the most common form of misconduct, reported by 75.4% of respondents, compared with 7.5% for physical violence and 6.7% for sexual harassment.
According to the same ETF 2026 survey, gender-based violence and harassment continue to increase rather than decline. More than half of respondents (54.4%) believe workplace safety has worsened in recent years, citing rising customer aggression, staff shortages, and inadequate organizational responses as key factors. Unsafe and challenging work environments lead to anxiety, stress, fear, and exhaustion, causing both physical and emotional strain. Over time, these experiences may result in long-term psychological harm, including chronic mental health issues linked to cumulative trauma. These factors also affect workforce retention, with 65.1% of women transport workers reporting that they have considered leaving the sector.
While violence and harassment remain widespread and systemic throughout the industry, exposure is high in passenger-facing roles, particularly in civil aviation. These shocking figures highlight the urgent need for stronger prevention measures, effective reporting systems, and a genuine zero-tolerance approach. Under the slogan “Violence is not part of the job!”, ETF calls for combined efforts of employers, trade unions, politics and authorities.
Recent initiatives demonstrate a cautiously growing commitment to tackling disruptive and unruly passenger behaviour in aviation. A notable example is the Netherlands, where Dutch airlines, airports, trade unions, the Royal Netherlands Marechaussee, the Public Prosecution Service, and the Ministry of Infrastructure and Water Management have jointly launched the Unruly Passengers 2026-2027 Roadmap. This collaborative initiative aims to strengthen the sector’s response to disruptive behavior through a range of practical measures. These include enhanced information sharing between relevant organizations, clearer communication of passenger obligations and security requirements, passenger awareness campaigns, and de-escalation training for frontline staff. In addition, stakeholders are exploring legal measures to improve enforcement capabilities and facilitate information exchange, including mechanisms related to no-fly lists.
In the United Kingdom, hope seems to be pinned on a no-fly list, the government has proposed the introduction of a national travel blacklist aimed at addressing disruptive passenger behaviour. Under the proposal, individuals who engage in abusive, aggressive, or otherwise unacceptable conduct could face a nationwide travel ban, preventing them from flying with any airline. The initiative reflects growing concerns over the increase in disruptive incidents, particularly during peak travel periods, and seeks to enhance the protection of both aviation staff and passengers while reducing operational disruptions.
Similar discussions are taking place at European level. Several carriers have already implemented no-fly lists that restrict passengers with a history of serious disruptive behavior from travelling with the airline, in accordance with applicable legal frameworks and their internal procedures. However, these measures remain fragmented, with significant differences in scope and application across airlines. At present, there is no harmonised EU-wide framework governing the establishment or use of such lists. In response, ETF and other social partners are exploring the legal and operational conditions under which a pan-European no-fly list, covering multiple airlines and potentially airports, could be developed and implemented.
The summer may end and the “silly season” headlines may disappear, but unruly passengers show no sign of taking a holiday. Behind every viral story lies a serious issue affecting safety, wellbeing and working conditions. If the aviation sector is to remain safe and sustainable for both passengers and staff, the message must be unequivocal: violence, intimidation and abuse are not part of the journey, and they are certainly not part of the job.