Boeing and Engineers’ Union Reach Revised Deal With Immediate 10% Raise

Boeing and the Society of Professional Engineering Employees in Aerospace (SPEEA, IFPTE Local 2001) reached a revised four-year tentative agreement on September 12, 2026, covering more than 16,600 employees — 12,696 in the professional engineer and scientist unit and 3,959 in the technical unit. The new offer follows an August 21 vote in which members overwhelmingly rejected Boeing’s earlier “best and final” offer and authorized a strike, sending both sides back to the table on September 8.

Update, October 2026: SPEEA members have since ratified a four-year contract built on this revised offer. See Boeing Engineers Ratify Four-Year Contract With Up to 32% Raises for the final vote results and terms.

What changed from the rejected offer

The revised proposal includes an immediate 10% guaranteed wage increase effective October 16, 2026, an additional 4% guaranteed increase in March 2027, and wage pools of 6% (with 4% guaranteed minimums) for 2028 through 2030, along with enhanced health care and retirement provisions carried over from the earlier offer.

How members got here

In the August 21 vote, professional-unit members rejected the prior offer 64.25% to 35.75%, and technical-unit members rejected it 71.87% to 28.13%, while authorizing a strike by 87.82% (professional) and 89.71% (technical), as we covered at the time. That rejection sent Boeing back to the table rather than letting the contract lapse without a deal, and the revised offer is a direct result of that leverage.

Terms were set to be presented to SPEEA’s Northwest Council on September 17 ahead of a full membership ratification vote. The current contract expires October 6, 2026, so the union and the company both have an incentive to reach a resolution before then.

What happens next

If the Northwest Council advances the revised offer, SPEEA’s full membership will get to vote on ratification before the current contract runs out. A yes vote would lock in the 10% raise starting October 16 along with the multi-year wage pools through 2030; a no vote would send both sides back to the table with the clock running down to the October 6 expiration and the strike authorization from August still on the books. Either way, this is a live example of what collective bargaining leverage looks like in practice — a rejected “best and final” offer that got meaningfully better once members showed they were willing to walk.

A raise is a good time to check your own coverage, not just the paycheck

A double-digit guaranteed raise is worth celebrating, but it’s also a natural prompt to revisit personal coverage rather than assume it scales with pay. Employer group life insurance typically caps out at one or two times salary and doesn’t follow a worker if they change jobs, retire, or the employer changes the plan — none of which a wage increase negotiated at the bargaining table can guarantee against. A portable whole life or final expense policy locks in a rate today and stays in force regardless of employer, union status, or future job changes, which is a meaningfully different kind of security than a raise alone provides.

For SPEEA members and other organized aerospace and technical workers weighing what a bigger paycheck should mean for their family’s protection, our union members coverage page, whole life and final expense pages, and free calculator are good starting points, and who we serve covers the households we work with most.

Source

• Lynnwood Times: Boeing Makes Final SPEEA Offer With an Immediate 10% Guaranteed Raise After August Rejection
• SPEEA / IFPTE Local 2001

Frequently Asked Questions

What raise did Boeing offer SPEEA in the revised deal?

The revised offer includes an immediate 10% guaranteed wage increase effective October 16, 2026, an additional 4% guaranteed increase in March 2027, and wage pools of 6% (with 4% guaranteed minimums) for 2028 through 2030, under a four-year tentative agreement.

How many Boeing workers does the SPEEA contract cover?

The agreement covers more than 16,600 employees represented by SPEEA (IFPTE Local 2001): about 12,696 in the professional engineer and scientist unit and 3,959 in the technical unit.

Does a pay raise automatically increase my group life insurance coverage?

Not usually. Most employer group life plans are set at a flat amount or a capped multiple of salary, such as one or two times pay, and that coverage typically ends if you leave the job, retire, or the employer changes the plan. A portable whole life or final expense policy locks in a rate today and stays in force regardless of employer or job changes.