YVR Labor Dispute: Paradies Lagardère Faces Intimidation Allegations

VANCOUVER, BC – November 26, 2025 – A significant labor dispute is unfolding at Vancouver International Airport (YVR), placing a spotlight on the operational practices of one of North America's largest airport concessionaires. UNITE HERE Local 40, a union representing hospitality workers, has filed an unfair labor practices (ULP) complaint with the British Columbia Labor Relations Board (BCLRB) against Atlanta-based Paradies Lagardère. The complaint alleges a campaign of intimidation and illegal interference aimed at thwarting a union organizing drive among the company's food, beverage, and retail employees at the airport.

The union's filing details a series of troubling incidents that allegedly began just two days after it notified a YVR official of the organizing effort. The drive was initiated after workers raised concerns about a substantial wage gap, claiming their pay lags $6 to $7 per hour behind their unionized counterparts at other YVR concessions, such as those operated by HMSHost and SSP. The allegations suggest a coordinated management response designed to suppress the union drive before it could gain further momentum, raising critical questions about worker rights and corporate conduct within the essential ecosystem of airport operations.

Allegations of a 'Climate of Fear'

According to the complaint filed with the BCLRB, Paradies Lagardère management engaged in a series of actions that UNITE HERE Local 40 describes as textbook violations of provincial labor laws. Central to the allegations are claims of closed-door "captive audience meetings," where employees were allegedly interrogated about whether they had signed union cards and admonished for doing so. During these meetings, workers were reportedly warned of negative consequences if they chose to unionize.

The complaint outlines specific and serious threats. One manager is alleged to have told several workers that their healthcare benefits could be suspended if they joined the union. The same manager reportedly warned that she would become "a different person" who would no longer be willing to assist them in their duties, a statement perceived as a direct threat to their day-to-day working environment.

Furthermore, the union alleges a case of direct retaliation against a key union supporter. Shortly after management learned she had encouraged another employee to sign a union card, the worker’s hours were drastically reduced. When she questioned the sudden change, her manager allegedly threatened her, advising her to be "very careful" about her next actions. This type of targeted retaliation against legally protected organizing activity is among the most serious offenses under the BC Labour Relations Code.

"Paradies is creating a climate of fear to stop workers from joining together to win better wages and stable scheduling," stated Zailda Chan, President of UNITE HERE Local 40, in a press release. "No worker should have to face intimidation or threats for exercising their right to organize."

A Pattern of Controversy and Business Risk

The events alleged at YVR are not occurring in a vacuum. Paradies Lagardère has faced similar scrutiny over its labor practices at other major North American airports, creating a documented pattern of disputes that highlights potential reputational and operational risks for the company.

A particularly telling precedent occurred at Jacksonville International Airport (JAX) between 2020 and 2021. While Paradies Lagardère was a leading contender for a lucrative concessions contract, a coalition of community groups, faith leaders, and the North Florida Central Labor Council launched a vocal campaign against the company. They cited concerns over what they termed "poverty wages," inadequate benefits, and poor working conditions for existing employees. In a significant move, the Jacksonville Aviation Authority (JAA) board voted to reject a staff recommendation that favored Paradies Lagardère, instead awarding the contract to a competitor. JAA board members explicitly referenced the community's concerns about worker treatment as a key factor in their decision, demonstrating that a company's labor relations record can have direct and severe financial consequences.

Similar tensions have surfaced elsewhere. UNITE HERE locals have organized protests and public actions at airports including Newark Liberty International (EWR) and Los Angeles International (LAX), consistently raising issues of low pay, unaffordable healthcare, and alleged anti-union tactics. This history suggests that the conflict at YVR is part of a broader, ongoing struggle between the concessionaire and labor advocates over standards in the airport service industry.

The High Stakes of Remedial Certification

Underscoring the seriousness of its allegations, UNITE HERE Local 40 is asking the BCLRB for a powerful and rarely used remedy: remedial certification. This provision, outlined in Section 14 of the BC Labour Relations Code, allows the Board to certify a union as the bargaining agent for employees without holding a representation vote. This can occur if the Board determines that an employer has committed unfair labor practices so egregious that the true wishes of the employees can no longer be ascertained through a secret ballot.

To grant such an order, the BCLRB must be convinced that the employer's unlawful conduct has effectively poisoned the well, making a fair vote impossible. The Board typically examines the severity of the employer's actions—such as direct threats, dismissals of activists, or widespread intimidation—and its impact on the employees' ability to freely choose. While the union must still demonstrate it had a reasonable level of support before the employer's interference began, remedial certification serves as both a corrective measure and a powerful deterrent against unlawful anti-union campaigns.

The union's pursuit of this remedy indicates it believes the alleged actions by Paradies Lagardère management were not merely incidental but constitute a systematic effort to derail the organizing drive. The Board's decision on this matter will be closely watched, as it could set a significant precedent for the enforcement of labor rights in British Columbia's service sector. If the allegations are proven, it would send a strong message that severe interference in union organizing carries the risk of losing the ability to contest certification altogether. As airport authorities and the public increasingly weigh corporate conduct in contract decisions, the outcome of the BCLRB's investigation could have repercussions that extend far beyond the terminals of YVR.