This article summarizes reporting by Reuters and publicly available elements.

Boeing Secures Labor Peace with Former Spirit AeroSystems White-Collar Unit

Boeing has successfully ratified a new labor agreement with a critical unit of white-collar workers at its Wichita, Kansas facility, marking a significant step in the reintegration of Spirit AeroSystems. According to reporting by Reuters, the deal covers approximately 1,600 employees represented by the Society of Professional Engineering Employees in Aerospace (SPEEA).

The agreement, ratified on January 30, 2026, formally brings these workers back under Boeing’s employment structure following the company’s $4.7 billion re-acquisition of Spirit AeroSystems in December 2025. The union confirmed that the contract was approved by a wide margin, with 85.8% of voting members casting ballots in favor of the proposal.

This development is viewed as a stabilizing win for Boeing as it navigates a complex “turnaround year” in 2026. By securing a long-term contract with this technical unit, which includes supply chain agents and quality analysts, Boeing aims to avoid the labor friction that characterized much of 2024 and focus on ramping up production rates.

Core Terms of the New Agreement

The ratified contract, which spans nearly five years and expires in late 2030, offers significant financial improvements over the previous terms these workers held under Spirit AeroSystems. Data released by SPEEA and analyzed by Leeham News highlights a shift from variable, market-based raises to guaranteed increases.

Wage and Benefit Enhancements

Under the new terms, the Wichita Technical & Professional Unit (WTPU) will see a 20% increase in salary pools over the life of the contract. Notably, the deal introduces a guaranteed minimum annual raise of 2% for every employee, a protection that did not exist in their prior contracts. Immediate financial benefits include:

• A $6,000 ratification bonus for each member.
• A 5% aggregate wage pool increase scheduled for July 10, 2026.

Retirement and Healthcare

One of the most substantial changes involves retirement benefits. Starting in 2027, Boeing will provide a 100% 401(k) match on the first 10% of employee contributions. This is a significant enhancement compared to standard market rates. Additionally, the transition to Boeing’s medical and dental plans in 2027 is projected by the union to save the average employee approximately $3,100 annually in premiums.

“The average WTPU-represented worker will be making more than $117,000 a year when this contract is done in 2030… We will be joining other unions and Boeing non-union employees in enjoying the Boeing benefits.”

, James Hatfield, Chair of the WTPU Negotiation Team (via SPEEA statement)

Strategic Context and Analysis

The reintegration of the WTPU is more than a standard labor negotiation; it is a pivotal component of Boeing’s broader strategy to stabilize its supply chain. These workers, who manage logistics, quality control, and business operations, are essential to the factory floor’s daily function.

AirPro News Analysis

We view this agreement as a critical “first test” of Boeing’s ability to merge two distinct corporate cultures following the Spirit AeroSystems acquisition. The swift ratification suggests that Boeing management is prioritizing labor peace and is willing to pay a premium to secure it. Following the costly strike by 33,000 IAM machinists in late 2024, which resulted in a 38% wage hike, Boeing appears eager to prevent further disruptions.

The generous terms, particularly the 10% 401(k) match, reflect the new leverage labor unions currently hold in the aerospace sector. For Boeing, the cost of the contract is likely outweighed by the strategic necessity of a unified, motivated workforce as the company attempts to fix quality control issues and certify the 777X. However, execution risks remain high as the company proceeds with the technical merger of operations throughout 2026.

Frequently Asked Questions

Who is covered by this new contract?

The contract covers approximately 1,600 white-collar professionals in the Wichita Technical & Professional Unit (WTPU). These are non-engineering technical roles, such as supply chain procurement agents, quality analysts, and production planners.

How long does the contract last?

The agreement is for 4.8 years (58 months), expiring in late 2030.

When do the new benefits take effect?

While the ratification bonus and initial wage increases occur in 2026, the transition to Boeing’s healthcare plans and the enhanced 401(k) match will begin in 2027.

Sources: Reuters, SPEEA Official Statements, Leeham News & Analysis, Boeing Press Release