He was in charge of guiding planes on the ground, tested positive for cannabis and the company fired him: now the Court agrees with him

Ryanair has dismissed an employee for beginning his workday under the influence of cannabis. Although the worker claimed to be unaware of the company’s internal regulations, the High Court of Justice of the Canary Islands (TSJC) upheld the dismissal, citing the seriousness of the offense.

The employee’s duties included visually assisting the pilot during takeoff and landing maneuvers, as well as loading and unloading baggage from the aircraft’s cargo hold. These responsibilities required constant coordination with flight agents, ground traffic controllers, and maintenance personnel.

However, during a routine drug screening on February 14, 2023, the employee tested positive for cannabis. Although he did not display any visible signs of intoxication, a secondary confirmatory test verified the presence of the substance, prompting Ryanair to proceed with his disciplinary dismissal.

The Irish airline cited “indiscipline, disobedience, failure to comply with service orders, disloyalty, breach of contractual good faith, and breach of trust” as grounds for termination.

In addition, AENA (Spain’s airport authority) informed Ryanair of the potential to file a complaint due to the violation of regulations prohibiting driving or working under the influence of drugs within the airport.

The Social Chamber of the TSJC ruled in favor of the company, affirming the dismissal due to a violation of safety protocols in a position of high operational responsibility. The court stressed the severe consequences that could result from errors made while working with aircraft or heavy equipment.

On June 18, 2025, the court’s decision was issued by Chamber President Gloria Poyatos and judges María Jesús García and Javier Ercilla. They emphasized the extreme risk posed to the workplace by the employee’s decision to report under the influence of a toxic substance—a breach of good faith under his employment contract.

While the employee argued that he showed no symptoms and was unaware of Azul Handling’s internal rules, the court concluded that the mere presence of cannabinoids in his system was incompatible with his role, regardless of outward signs.

The ruling stated: “This is not a case of minor negligence or ignorance, but rather a conscious choice to report to the service area with cannabis in one’s possession, in direct violation of airport regulations and the company’s code of conduct.”

The court further noted that actual financial damage is not required to justify dismissal. In high-risk environments such as airports, the imperative to eliminate potential danger is sufficient.

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The employee still has the option to appeal to the Social Chamber of the Supreme Court.

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