Training and Development
Cabin Crew to Captain Programme
We introduced the industry’s first ever Cabin Crew to Captain Programme to help aspiring WIZZ Cabin Crew turn their dreams into reality through extensive financial, travel and accommodation support, as well as a tailored work and study schedule. By breaking down barriers, we strive to support ambitious crew members on their journey to the flight deck.
Wizz Air Pilot Academy (WAPA) Programme
The Wizz Air Pilot Academy (WAPA) is a unique pilot training programme designed to develop a new generation of pilots, even those with minimal prior aviation experience. It offers the opportunity to obtain a Commercial Pilot’s Licence and pursue a career at Wizz Air through comprehensive, high-quality training starting from the basics, supported by an experienced flight school and aligned with Wizz Air’s training standards. A sub-branch of the Wizz Air Pilot Academy is the She Can Fly Programme. This programme is dedicated to women and aims to promote gender diversity in the flight deck.
Cabin Crew to Office Programme
The programme enables cabin crew colleagues to broaden their expertise or explore new roles across various departments at Wizz Air’s offices and headquarter.
Internal and Self-Sponsored Cadet Programmes
The Wizz Air Cadet Programme includes both a self-sponsored pathway for employees who have completed pilot training and an internal cadet pathway delivered through designated flight schools supporting the airline’s growing UK and Italian bases.
Training our flight and cabin crew
At Wizz Air, crew training is managed by a dedicated in-house team of nearly 900 trainers across our network. In F26, we welcomed over 490 pilots and 2,300 cabin crew members, providing world-class initial training, while 2,800 pilots and 5,500 cabin crew completed recurrent training.
Our modern training centres in Budapest and Rome feature state-of-the-art facilities, including Airbus A320 full-flight simulators, emergency evacuation trainers, and fire trainers. Since opening, pilots have logged over 100,000 flight hours on simulators, i.e. roughly nine and a half years of flying on three simulators.
myWIZZmentor Programme
To support our growing team, the myWIZZmentor programme pairs new cabin crew with experienced colleagues, helping them adapt to crew life and responsibilities. This initiative is available at our bases in Budapest, Warsaw, Sofia, Rome Fiumicino, and Bucharest Otopeni.
Foundations of People Management
We offer “Foundations of People Management” training for cabin and flight operations managers to build essential skills such as feedback, delegation, conflict resolution, and communication.
Developing our office workforce
Tailored Learning
In our ongoing commitment to fostering a data-driven approach to employee development, Wizz Air has established a comprehensive soft-skill competency framework for office employees. Based on these matrices, employees receive tailored support through the LinkedIn Learning Platform and individual development opportunities.
Onboarding Excellence
We conduct thorough onboarding sessions for new employees, led by the senior leadership team and key internal stakeholders, offering insights into company culture, principles, policies and procedures.
WIZZ Academy
The programme provides both office employees and crew members with unique insights into Wizz Air’s strategy and objectives, presented by the Leadership Team, including the Chief Executive Officer. The WIZZ Academy serves as a platform for greater interaction between employees and management, fostering a strong internal culture, creating brand ambassadors, and expanding our talent pool in line with participants’ career aspirations.
Management Trainee Programme
The programme aims to create diverse talent growth opportunities at entry level, enhance WIZZ brand and culture awareness on the market, strengthen our presence at top universities, and recruit and develop young talent with the potential to become full-time employees at Wizz Air.
Leadership Education
Leadership Development Programme
A one-year programme designed for employees below Head of Function level. It starts with a competency assessment and includes feedback from peers and managers to identify strengths and areas for growth. Participants receive tailored development opportunities, such as coaching and mentoring, to prepare them for current and future leadership roles.
SEED Business Management Programme
An advanced programme for Heads of Function, focusing on business management and leadership skills. Its goal is to ensure a consistent leadership culture across all departments and equip senior leaders with tools to manage complex organisational challenges.
MBA Scholarship
Wizz Air offers partial scholarships for employees to enroll in the Master of Business Administration (MBA) programme at Corvinus University of Budapest, supporting academic and professional advancement.
Individual Coaching Programme
Introduced for Heads of Functions and Officers, this programme offers three tailored tracks: i) Promotion-Based Coaching helps leaders transition smoothly into higher roles after internal promotion, ii) Performance-Based Coaching focuses on specific development needs identified through performance reviews and feedback, and iii) Interest-Based Coaching available for leaders who want to grow further, with goals set collaboratively with a coach.
Performance & Talent Reviews
Our annual People Cycle ensures strategic alignment and supports talent development for office employees and crew management. The process includes goal setting, mid-year reviews, and year-end reflections, all managed digitally for transparency. Employees receive performance and talent ratings, which guide career growth and succession planning. Ratings are calibrated for fairness and shared through face-to-face feedback. Crew members also have regular check-ins with their managers, fostering continuous development across the organisation.
People Council
At Wizz Air, we value the perspectives and experiences of our employees, recognising that their feedback helps us continuously improve our workplace and employee experience. To strengthen employee engagement and support open communication, we established the WIZZ People Council. The People Council provides a structured forum for dialogue between employees and management. Its members are Wizz Air employees who are selected through a comprehensive application process and democratic elections within the employee communities they serve. Each country across our network has at least one elected representative, helping to ensure a broad range of perspectives is reflected.
The People Council provides employees with an additional channel to share ideas, raise topics of interest, and provide feedback that can inform discussions and decision-making. By bringing together colleagues from different countries, functions, and backgrounds, the People Council supports an inclusive workplace where diverse perspectives are welcomed and respected. The People Council also encourages constructive dialogue between employees and leadership, helping to foster transparency, collaboration, and mutual understanding across the organisation. Through the People Council, employees have a dedicated forum where they can confidently share their insights, experiences, concerns, and ideas for continuous improvement.
Put Safety First - Health and Safety Policy
At Wizz Air, safety and responsibility are at the heart of everything we do. We are committed to protecting our passengers, employees, and partners by ensuring the safe operation of our aircraft, facilities, and workplaces. Preventing accidents and promoting well-being are fundamental to our approach.
We continuously monitor and improve our safety performance using clear indicators and regular reviews. Compliance with legal requirements and industry standards is non-negotiable, and we provide the resources, training, and support needed to uphold these standards across our network.
Our proactive safety culture focuses on risk assessment, effective controls, and employee involvement. We encourage everyone to identify hazards, share ideas, and help shape our policies and targets. Contractors and service providers are also required to follow our Health & Safety guidelines, reinforcing our commitment throughout the supply chain.
Compliance & Safety Management
Employee Well-Being
We prioritise employee health through proactive policy reviews and an expanded Employee Assistance Programme (EAP), offering confidential psychological support both onsite and online. Mental health is actively monitored, and employees are encouraged to use these resources.
WIZZ Aid
Our WIZZ Aid initiative provides financial assistance to colleagues facing urgent medical needs or disasters beyond insurance coverage. In F26, six cases received €28,700 in support for life-saving medical surgery, disability treatment and funeral support.
Fatigue Risk Management
Fatigue Risk Management (FRM) is a key component of Wizz Air’s Safety Management System. We continuously monitor and assess fatigue risks to ensure safe flight operations. Our Crew Management System incorporates fatigue-related data into decision-making, improving the identification and mitigation of fatigue risks.
The objective of the programme is to ensure that crew members remain sufficiently alert to perform at the highest standards. The FRM program includes investigating fatigue-related occurrences, analysing reports, and implementing effective risk management measures.