Between us, we dedicated more than 45 years of service to British Airways. In 2020, during BA's controversial restructuring programme, we were effectively forced to choose between accepting significantly poorer terms and conditions or losing careers we had built over decades. We challenged what we believe was an unfair and discriminatory process that disproportionately affected women with caring responsibilities, older workers, and part-time cabin crew.

Our Employment Tribunal claims were dismissed, but we are appealing. What started as a challenge to our treatment has evolved into a potentially groundbreaking test case about holiday pay rights for part-year cabin crew.

This case is no longer just about two individuals. It began with 49 claimants, but settlements and withdrawals left only the two of us continuing the fight. We have carried on because we believe it is important to challenge what happened and to seek clarity on issues that could affect workers across the airline industry.

The tribunal has listed a preliminary hearing on 12-13 November 2026, where the issue of statutory interpretation relating to Harpur Trust may be decided.

WHY WE ARE CROWDFUNDING

After 6 years of litigation, British Airways continues to defend our claims.

The issue at the heart of the case is whether cabin crew who opted to work part-time have been systematically underpaid holiday pay for many years. In February 2025, the Employment Tribunal found that we worked full time for an “on” period and then had an “off” period, during which we cannot be deployed on duty. So, a part-time role is scheduled in the same way as a full-time role, but with “off” periods during which the individual does not work. When we were “on”, we worked full time. That finding opened the door to a complex legal argument that our holiday pay should not have been prorated because we were part-time. Instead, it is being argued that we should have received full-time holiday pay and that it was potentially unlawful to pay us less than this. 

We now need funding both to pursue our appeal and to defend BA's appeal against the Tribunal's decision allowing us to pursue holiday pay claims dating back to the start of our part-year working contract.

Taking on a multinational corporation is expensive. BA has access to extensive legal and financial resources. We do not. Every donation helps ensure that this potentially industry-changing issue is properly argued and heard. 

HARPUR TRUST v BRAZEL

The holiday pay aspect of our claim is based on the landmark Supreme Court decision in Harpur Trust v Brazel.

The Supreme Court confirmed that part-year workers should not have their statutory holiday entitlement reduced simply because they work only part of the year. Holiday entitlement must be calculated according to the law, rather than by applying a pro-rated percentage that diminishes workers' rights.

We believe that principle has significant implications for staff who opted to work part-time in any airline, not just British Airways.

Both the Employment Tribunal and the Employment Appeal Tribunal agreed that our existing holiday pay claims are broad enough to include arguments arising from Harpur Trust v Brazel. BA is now seeking to overturn the Tribunal decision to allow our holiday pay claim to proceed.

If we ultimately succeed, the impact will extend far beyond our own circumstances. The case could provide a route for existing cabin crew working under similar arrangements to recover holiday pay they may have been underpaid for years, and will help shape how holiday pay is calculated across the industry, where mainly women are affected by this rule.

That is why this case matters. It is about whether the protections established by the Supreme Court in Harpur Trust can be enforced by part-time cabin crew who may have been underpaid for many years.

HOW YOU CAN HELP

Please donate if you can.

Your support will help us pursue our appeal, defend BA's appeal, and ensure the courts properly consider these important legal issues. We want to instruct the strongest legal team possible and give this case the best chance of success.

Every contribution helps cover legal fees, preparation, and representation. If you are unable to donate, sharing this campaign with colleagues, unions, friends, family, and on social media can make a huge difference.

This fight is about fairness, holiday pay, access to justice, and ensuring that ordinary workers are not priced out of challenging powerful employers. 

Together, we can help ensure that important rights are not only recognised in principle, but capable of making a real difference in practice.