Your Questions, Answered.

August 19, 2026

In the last two weeks, we've heard a lot of questions from our colleagues in forums organised by Skyscanner. Some of the questions are better answered by your unionised colleagues, so here are our answers.

Skyscanner has proposed an employee forum. Can we have both a recognised union and an employee forum? #

Yes! There’s nothing stopping Skyscanner leadership from instituting more democratic structures for all employees.

How are the union reps chosen and how can we be confident that the representatives genuinely reflect the views and interests of the wider group? #

You and your colleagues choose your representatives through a democratic process.

If recognised, the union would become a "branch" in Prospect. As part of becoming a branch, you and your colleagues would decide how the union operates at an Annual General Meeting (AGM). The governance decisions made at that meeting include deciding how representatives are elected, who they represent, and how they are replaced.

So in summary, you get to help decide how the union is structured so that everyone’s views and interests are represented. You also have the power to change and amend the governance structures in future. Representatives can be distributed amongst the bargaining unit however you and your colleagues decide.

Can Skyscanner work with the union on more topics than are listed in the recognition agreement? #

Yes, and it’s your unionised colleagues opinion that proactive consultation about workplace changes will lead to better outcomes for everyone.

A voluntary recognition agreement can cover collective bargaining over any topic, and it’s your colleagues hope that as our relationship is proven productive, the agreement and working relationship with Skyscanner leadership will expand.

Visa sponsorship isn’t listed among the bargaining or consultation topics. What formal ability would Prospect have to influence decisions affecting sponsored employees? #

There are many union members who are working for Skyscanner on work visas. Regardless of whether recognition happens, joining a union is a good way to understand and protect your employment rights in a new country.If you are at all concerned about joining, remember union membership is a protected characteristic, and you cannot suffer detriment by joining a union.

Your union would be involved in any redundancy or dismissal, supporting you either individually or collectively depending on the number of redundancies. As part of a collective consultation, your union could represent sponsored employees interests, for example, advocating for garden leave, so that sponsored employees would have the maximum time to find a new sponsor before their leave is curtailed.

The Tech Worker’s Branch in Prospect, that Section 787 is a part of, has been working to improve support for members on work visas, most recently advocating for providing in-house immigration support and training. This will be progressed at the upcoming National Executive Council (NEC).

Tech Workers branch members also consulted with the migration council about the value of immigrant workers in the tech sector, providing an avenue for influencing overall UK policy.

The pay deal and structure would be the result of a negotiation between Skyscanner leadership and you and your colleagues. You and your colleagues would work with Skyscanner leadership to decide how pay increases are structured and distributed. Different workplaces do different things, and deals in unionised workplaces take all different shapes. The main difference is that you’d have a say in how they’re structured.

You representatives are aware of pay deals at other branches that have both a performance based amount and a cost of living adjustment.

How would we ensure minorities are represented among the 10 employee reps and that their outcomes in pay, promotion, and performance are addressed? #

If recognised, the union would become a “branch” in Prospect. As part of becoming a branch, you and your colleagues would decide how the union operates at an Annual General Meeting (AGM).

Those governance decisions made at that meeting include deciding how representatives are elected, who they represent, and how they are replaced.

So in summary, you get to help decide how the union is structured, so that everyone’s views and interests are represented.

As part of governance, decision making, and negotiations, the union can ensure equity is considered in all decisions. A union also provides an avenue for advocating for more than the statutory minimum when it comes to pay, equity, and fairness.

Why is the level limit set to F to I? Level I are getting separate remuneration to lower levels. #

The bargaining group was designed around decision making boundaries at work rather than current pay structure.

The goal of the bargaining unit was to represent as many people as possible who have similar working conditions and level of control over their working conditions. After discussion and debate among members, this became “UK employees of Skyscanner Technology Limited, excluding J+ managers.”

The hypothetical question members considered was, “who would be the decision makers on decisions on pay, hours and the organisation of work” and “Director and above managers” was the dividing line.

In negotiations with Skyscanner leadership, your negotiators agreed to change the final bargaining unit to have a single level bar, rather than a manager and IC division.

Bargaining groups can change over time though, and it’s your union’s dream that everyone at Skyscanner Technology Limited and Skyscanner Limited, has a union they can participate in, including our J+ colleagues.

If this is a UK decision and if the vote swings in favour of Prospect being involved, would pay/holiday etc. negotiations affect the entire global company or only UK employees? #

This is a decision for Skyscanner’s leadership. Skyscanner’s leadership already has global standards it applies where possible. Where the bargaining group gets more favorable outcomes, there’s nothing stopping Skyscanner leadership from rolling that out globally where it doesn’t conflict with local law or regulations.

Come ask your questions directly #

These questions were sourced from Skyscanner-led sessions the week of 17 August 2026.

As a reminder, we have upcoming sessions for you to hear from your colleagues and Prospect about the union, union recognition, and collective bargaining. You've heard from Skyscanner leadership. Come hear from your colleagues!

Webinars will be held on the following dates:

1st September: 6-7 PM
2nd September: 2-3 PM