SunExpress: Net-Paid Salaries, 737 Fleet Growth And Lifestyle

SunExpress is a Turkish-German leisure airline founded in 1989 as a joint venture between Turkish Airlines (50%) and Lufthansa (50%). Headquartered in Antalya, Turkey, with a secondary office in Frankfurt, Germany, SunExpress has grown from a small regional carrier into Europe's leading leisure airline. The airline was named Best Leisure Airline in Europe by Skytrax three consecutive years (2022, 2023, 2024) and is certified as a Great Place to Work.

In 2024, SunExpress carried approximately 15 million passengers and generated €2.2 billion in revenue (a 23% increase year-over-year), with a net profit of $164 million and an 86% load factor. For 2025, the airline targets 16.8 million passengers across 237 routes to 35 countries. With approximately 4,200 employees and an all-Boeing narrowbody fleet of 85+ aircraft, SunExpress occupies a unique position in the market: a high-growth leisure carrier backed by two of Europe's most established aviation groups. The airline's primary bases are Antalya (AYT), Izmir (ADB), and Ankara (ESB), connecting Turkey's tourist hubs with destinations across Europe, North Africa, and the Middle East.

The strategic importance of SunExpress to its parent companies cannot be overstated. For Turkish Airlines, it provides dedicated capacity to Turkey's leisure tourism market without diluting the flag carrier's premium brand. For Lufthansa, it secures access to one of Europe's fastest-growing aviation markets and tourist destinations. This dual parentage provides SunExpress with financial stability, access to both companies' procurement power (particularly for fleet orders), and a staff travel network that few leisure carriers can match. The airline operates under Turkish Air Operator Certificate (AOC) and is regulated by the Turkish DGCA (SHGM).

Turkey's tourism sector, which welcomed over 60 million visitors in 2024, is the primary demand driver for SunExpress. The airline's route network is designed around seasonal leisure flows: European holidaymakers flying to Turkey's Mediterranean and Aegean coasts in summer, and Turkish diaspora communities in Germany, Austria, Switzerland, and the Netherlands visiting family year-round. This hybrid demand model provides more resilience than a pure charter operation, though it still creates significant seasonal variation in pilot workload and earnings.

The route network spans primarily short and medium-haul sectors, with the longest flights reaching approximately 5-6 hours (destinations in Scandinavia, the UK, and North Africa). Typical sectors include Antalya to German cities (Dusseldorf, Munich, Frankfurt, Berlin, Hamburg), Austrian gateways (Vienna, Graz, Salzburg), Scandinavian capitals (Copenhagen, Stockholm, Oslo), and Eastern European hubs (Bucharest, Warsaw, Prague). The domestic Turkish network connects Antalya and Izmir with Istanbul, Ankara, Trabzon, and other internal cities. From a pilot's perspective, the route network means short duty periods with frequent returns to base during standard operations, though summer charter blocks can include multi-day trip patterns with layovers at European outstations. The absence of ultra-long-haul flying eliminates circadian rhythm disruption common at widebody operators, and most pilots sleep in their own beds the majority of nights, particularly during the quieter winter season.

SunExpress operates an all-Boeing 737 fleet, making it one of the largest single-type operators in Europe. As of early 2026, the fleet consists of approximately 85 aircraft: a mix of the proven Boeing 737-800NG and the newer Boeing 737-8 MAX. The airline is in the middle of an aggressive fleet modernization and expansion program, with firm orders for 87 Boeing 737 MAX aircraft plus 45 options and purchase rights, totalling 132 aircraft. This order includes 28 x 737-8 (189 seats) and 17 x 737-10, the larger variant seating up to 230 passengers, which will be the first of its kind for SunExpress.

Fleet data as of early 2026 based on SunExpress corporate disclosures. Exact split between NG and MAX evolves with ongoing deliveries.

The fleet growth trajectory is ambitious. SunExpress aims to operate 100 aircraft by 2028, 150 by 2033, and up to 166 by 2035. This near-doubling of the fleet over the next decade represents one of the fastest growth rates among European carriers. The introduction of the 737-10 will also open new possibilities for higher-density routes, particularly on peak-season leisure destinations. For pilots, the single-type fleet means only one type rating is required (Boeing 737), simplifying training and creating a large, flexible pilot pool.

The transition from the 737-800NG to the 737 MAX family is well underway. The MAX variants offer approximately 14% lower fuel burn compared to the NG, reduced noise footprint, and improved cockpit displays. From a pilot perspective, the 737 MAX retains the same type rating as the 737NG, with only a differences training course required for conversion. This means pilots can seamlessly operate both NG and MAX aircraft, and the airline can roster crews across the entire fleet without type-rating constraints. In January 2026 alone, SunExpress took delivery of 4 additional Boeing 737-8 aircraft, illustrating the pace of the fleet renewal.

The 737-10, once delivered (expected from 2027 onwards), will be SunExpress's largest aircraft at 230 seats compared to 189 on the 737-8 and 737-800. While the 737-10 shares the same type certificate as the 737-8, pilots may need a short familiarization course on the slightly different handling characteristics of the stretched fuselage. The introduction of this variant signals SunExpress's ambition to compete more effectively on high-density European routes where per-seat costs are critical.

From an operational standpoint, the transition from the 737-800NG to the 737-8 MAX brings meaningful improvements in fuel efficiency (approximately 14% lower fuel burn per seat), reduced noise footprint (40% smaller noise area), and enhanced cockpit technology including a larger display format and improved flight management system. For pilots, the MAX series introduces MCAS (Maneuvering Characteristics Augmentation System), which has been updated and is now required training content following the 2019 certification changes. The differences training from 737-800NG to 737-8 MAX is relatively short (typically 2-3 days of ground school plus simulator sessions), reflecting the common type certificate. This means SunExpress pilots can operate any aircraft in the fleet without separate type ratings, and the airline's crew scheduling department can assign pilots to either NG or MAX aircraft interchangeably, which is a significant advantage for both operational flexibility and pilot utilization.

One of SunExpress's most distinctive features is that all pilot salaries are quoted and paid net (after tax), in either euros or Turkish lira at the pilot's preference. This is unusual among European carriers, where salaries are typically stated as gross figures. According to the official 2025 SunExpress pilot brochure, compensation consists of a monthly net base salary, duty-hour pay, night duty premiums, and cycle compensation for multi-sector days. There is no profit-sharing scheme or traditional annual bonus, but retention bonuses are paid at specific career milestones.

First Officer (F/O) Pay Scale

All figures are net monthly amounts per the 2025 official brochure. Duty pay is calculated on duty hours (not block hours). Night duty pay applies between 00:00 and 06:00 local time.

In addition to the base and duty pay, First Officers receive cycle compensation for multi-sector days: €11.90 for the 3rd cycle, €23.80 for the 4th cycle, and €35.70 for the 5th cycle in a single duty period. During peak summer months with high duty hours (up to 150 duty hours/month), a First Officer at mid-seniority can realistically earn between €4,500 and €5,500 net per month. Winter months are considerably quieter (25-40 flight hours, 60-70 duty hours), bringing total monthly earnings closer to €3,500-€4,000 net.

Captain Pay Scale

Captain figures are also net. Cycle compensation for Captains: €17.90 (3rd cycle), €35.80 (4th cycle), €53.70 (5th cycle). These amounts are per the 2025 brochure.

A mid-seniority Captain flying a busy summer schedule can take home approximately €9,000-€10,000 net per month, while winter earnings are closer to €7,000-€8,000 net. Senior Captains (15+ years) at peak utilization may see monthly net earnings approach €11,000. These figures are considerably lower than what Turkish Airlines or major European flag carriers pay in gross terms, but the net payment structure means the comparison is not straightforward. Living costs in Antalya or Izmir are significantly lower than in Istanbul, Frankfurt, or Paris.

Estimated Annual Net Earnings

Given the significant seasonality of SunExpress operations, it is more meaningful to look at annualized earnings estimates than monthly snapshots. The table below provides conservative, mid-range, and high estimates for annual net take-home pay at different career stages, accounting for the summer/winter fluctuation described above.

Estimates include base salary, duty-hour pay (assuming average monthly duty hours across summer and winter), night duty premiums, and cycle compensation. They do not include per diems, retention bonuses, or any future pay increases. These are net (after-tax) figures. All estimates are based on the 2025 brochure rates and should be considered approximate.

To put these figures in context, a mid-career First Officer earning approximately €55,000 net in Antalya has a purchasing power roughly equivalent to a gross salary of €80,000-€90,000 in Germany or the Netherlands, once you factor in the net payment structure and the significantly lower cost of living in southern Turkey. A senior Captain at €112,000 net is living very comfortably by any standard, particularly in a city like Antalya where a modern apartment rents for €500-€700/month and daily expenses are a fraction of Western European norms. This purchasing power advantage is one of the key financial arguments in favor of SunExpress, particularly for pilots who are content to make Turkey their primary residence.

It is worth breaking down the cost of living advantage more specifically. A family of four in Antalya can expect monthly expenses of roughly €2,000-€2,500 for rent (a spacious modern apartment), groceries, utilities, transport, dining out, and entertainment. The same lifestyle in Frankfurt or Amsterdam would cost €4,500-€6,000, and in London or Zurich considerably more. Private schooling for children in Antalya, if desired, ranges from €2,000-€5,000 per year at international schools, compared to €15,000-€30,000 at equivalent institutions in Western Europe. Domestic staff (cleaning, childcare) is widely available at a fraction of European rates. This means a SunExpress First Officer earning €55,000 net can save a higher proportion of their income than a counterpart earning €80,000 gross at a German carrier, after accounting for tax, social contributions, and living costs. For pilots focused on building long-term savings or paying off flight training debt, this financial arbitrage is a compelling reason to consider Turkey-based flying.

Type Rating Cost & Retention Bonuses

SunExpress requires pilots who are not already type-rated on the Boeing 737 to pay a €30,000 type rating contribution. This can be deducted from the monthly salary over 36 months (totalling €32,500 with the deduction plan fee). Pilots who self-fund the type rating upfront receive higher retention bonuses: €2,500 at year 3, €5,000 at year 5, and €10,000 at year 7. Those who use the salary deduction plan receive smaller milestones: €5,000 at year 5 and €7,500 at year 7. This structure effectively creates a minimum commitment period of 5-7 years.

SunExpress operates under Turkish DGCA (SHGM) flight time limitation rules, with a planned transition to EASA FTL regulations expected in 2026. The airline is required by the Turkish DGCA to increase crew numbers by approximately 10% to comply with the new EASA standards, which is expected to improve rest periods and reduce maximum duty times. Rosters are published on a weekly basis, which gives pilots less long-term planning visibility compared to airlines that publish monthly schedules. Pilots must reside in Turkey at their assigned base (Antalya, Izmir, or Ankara), as commuting from abroad is not permitted.

The seasonal nature of SunExpress operations is one of the most important factors affecting quality of life. Summer (May through October) is extremely busy, with duty hours reaching up to 150 hours per month and typical flying of 80-100+ block hours. Winter is dramatically quieter, with just 25-40 flight hours per month (60-70 duty hours). This creates a "feast or famine" pattern that some pilots appreciate (more free time in winter) while others find challenging (intense workload in summer with less rest flexibility).

SunExpress also offers part-time contracts on a "20 days on / 10 days off" pattern, which is relatively unusual in the industry and particularly attractive for pilots with families or those who want extended blocks of free time. This contract type is available for both F/Os and Captains, though availability may vary by base and season.

The contrast between the two rosters is stark. Winter flying at SunExpress is remarkably light, with many pilots flying just 8-12 days per month and enjoying extended blocks of days off. This is when the airline schedules most recurrent training, simulator checks, and CRM sessions. Many pilots use the quieter winter months to pursue hobbies, spend time with family, or travel using their staff travel benefits. However, the trade-off is that summer flying is intense, and the transition from the relaxed winter pace to peak-season operations can be demanding. The weekly roster publication means pilots may have limited ability to plan personal commitments more than a week ahead during the busy season.

A typical summer duty day at SunExpress might involve 2-3 sectors, starting with an early morning departure from Antalya to a German or Austrian city, a quick turnaround at the European outstation, and a return flight arriving back at base in the late afternoon or evening. Multi-sector days with 4-5 short domestic or regional flights also occur, particularly from Izmir which has a denser short-haul network. The average sector length is approximately 2.5-3.5 hours, meaning pilots accumulate block hours relatively quickly during peak season. Night operations are common, especially during late-summer charter peaks when flights to and from European holiday destinations extend into the early morning hours. The combination of early starts, late finishes, and multi-sector days during summer is the primary driver of pilot fatigue complaints, and is precisely the area where the EASA FTL transition should bring the most meaningful improvements in 2026.

The transition from Turkish DGCA flight time limitations to EASA FTL regulations, expected to take full effect in 2026, represents a significant change for SunExpress operations. EASA FTL rules are generally more restrictive than the current Turkish regulations, particularly regarding maximum duty periods, disruptive schedules (early starts and late finishes), and cumulative fatigue management. The airline has already begun increasing crew numbers by approximately 10% to accommodate the new requirements. For pilots, this transition should result in slightly reduced maximum duty times, better rest provisions, and potentially more days off during the busy summer months. It may also slightly reduce total duty hours available for earning duty-hour pay, but the overall impact on quality of life is expected to be positive.

Special leave provisions are generous by Turkish standards. Pilots receive 1 birthday leave day per year, plus excuse leave for major life events: 5 days for a wedding, 7 days for birth of a child, 10 days for death of a spouse, 5 days for death of a parent, child, or sibling, and 2 days for moving house. These are in addition to the annual leave entitlement and do not count against it.

As a joint venture between Turkish Airlines and Lufthansa, SunExpress pilots benefit from access to one of the widest staff travel networks in the industry. The benefits package also includes private health insurance, per diem allowances, ground transportation, and loss of license coverage for Captains. While not as comprehensive as what legacy flag carriers offer under strong European labor law frameworks, the package is competitive for a leisure carrier operating from Turkey.

The staff travel benefit deserves special attention. Through the Turkish Airlines and Lufthansa parent networks, SunExpress pilots can access discounted fares on Star Alliance carriers, Lufthansa Group airlines (including Swiss, Austrian, Brussels Airlines, Eurowings), all Turkish Airlines destinations (340+ globally), and dozens of additional airlines through the myIDTravel interline system. This is a significant perk for pilots who value personal travel, particularly given Turkey's strategic location as a bridge between Europe, the Middle East, and Central Asia.

The myIDTravel platform, which SunExpress participates in through its Lufthansa Group connection, provides access to discounted standby and confirmed ID tickets on over 50 partner airlines worldwide. Turkish Airlines' network alone covers more than 130 countries and 340 destinations, including extensive coverage of Africa, Central Asia, and the Far East that many European LCCs do not reach. Combined with Lufthansa Group's European and transatlantic network, the travel benefits available to SunExpress pilots are genuinely world-class and would cost thousands of euros to replicate at retail prices. Staff travel eligibility extends to immediate family members (spouse and children) after six months of employment, and eligible relatives can be added for a nominal annual fee.

Regarding retirement provisions, SunExpress pilots are enrolled in the Turkish Social Security Institution (SGK), which provides a state pension based on years of contribution and average earnings. The standard retirement age in Turkey is 60 for men and 58 for women, with 7,200 days of premium payments required for full eligibility. There is no supplementary company pension scheme, which is a notable gap compared to European carriers that typically offer employer-funded pension contributions ranging from 10-20% of salary. Pilots considering SunExpress as a long-term career should factor in the need for personal retirement savings to supplement the SGK pension, particularly if they plan to retire in a country with higher living costs than Turkey.

The health insurance provision covers medical consultations, hospital stays, surgical procedures, dental care, and specialist referrals at private hospitals throughout Turkey. Turkish private healthcare is widely regarded as high quality and significantly more affordable than equivalent care in Western Europe. Pilots stationed in Antalya or Izmir will find modern, well-equipped private hospitals nearby. The 80/20 employer-employee cost split for premium payments is standard for the Turkish private sector. Coverage for family members (spouse and dependent children) is included in the same plan at no additional premium.

Career progression at SunExpress follows a structured upgrade pathway from First Officer to Captain, with clearly defined eligibility requirements. Unlike some legacy carriers with decade-long seniority queues, SunExpress's rapid growth creates relatively faster upgrade opportunities. The airline also accepts direct-entry Captains with significant command experience, which is a notable advantage for experienced pilots seeking a command position without starting from the bottom of a new seniority list.

The upgrade requirements are straightforward: a minimum of 700 hours as a First Officer on the Boeing 737 type at SunExpress, no check ride failures in the preceding 12 months, and a maximum age of 59 years and 364 days. Pilots are limited to three upgrade attempts. The fast-growing fleet (targeting 100 aircraft by 2028 and 150 by 2033) should create consistent demand for new Captains, potentially making upgrade timelines shorter than at more established carriers where growth has plateaued.

For direct-entry Captains, SunExpress offers an interesting seniority credit system: for every 3 years of Captain experience at a previous airline, pilots receive 1 year of SunExpress seniority. This helps experienced Captains who join SunExpress avoid starting at the very bottom of the seniority list for bidding purposes, particularly for leave and base preferences.

Beyond the traditional F/O-to-Captain progression, SunExpress offers a range of instructor and management roles for pilots interested in non-flying or mixed careers. The airline's in-house training department employs Type Rating Instructors (TRIs), Type Rating Examiners (TREs), and Line Training Captains. With over 160 pilots trained in-house as of 2025 and a pipeline of hundreds more needed for the fleet expansion, training roles are expected to be in strong demand. These positions typically carry additional pay premiums and are considered prestigious within the airline's pilot community.

SunExpress also has a ground-based training facility in Antalya, though full flight simulator sessions are currently conducted at partner facilities. The airline has announced plans to expand its training infrastructure to support the growing fleet, which may include dedicated simulator facilities in Turkey. For pilots interested in safety, standards, or fleet management roles, SunExpress's growth phase means that new positions are being created regularly, offering career paths that would take much longer to access at a mature airline with a static organizational structure.

An important consideration for First Officers planning their career at SunExpress is the type rating bond. If a pilot leaves before completing their retention bonus milestones, they effectively forfeit any remaining bonuses and must have fully paid off the type rating cost. This creates a soft "golden handcuffs" effect for the first 5-7 years of employment, but also ensures that pilots who stay for the long term are rewarded with meaningful retention bonuses. Once the type rating is fully paid and retention bonuses are received, pilots have full flexibility to remain or explore opportunities elsewhere, though the rapid growth at SunExpress means internal opportunities are likely to be more attractive than they would be at a stagnating airline.

It is also worth noting that SunExpress pilots hold a Turkish ATPL or validated foreign license, not an EASA ATPL. While the airline is transitioning to EASA FTL rules for operational purposes, the pilot licensing framework remains under the Turkish DGCA (SHGM). Pilots who later wish to transfer to an EASA-regulated carrier in Europe may need to convert their license, which involves administrative processes and potentially additional examinations depending on the target state. This is an important consideration for pilots who view SunExpress as a stepping stone to a European flag carrier rather than a long-term career destination. Turkish Airlines, however, operates under the same Turkish licensing framework, meaning a move from SunExpress to the parent carrier would be seamless from a regulatory perspective. The SHGM is working toward increased harmonization with EASA standards, and the regulatory gap is expected to narrow over the coming years as Turkey continues its EU accession-related aviation reforms.

SunExpress recruits both experienced Captains and First Officers (including low-hour pilots) through a structured selection process managed via the airline's dedicated recruitment portal at hr.sunexpress.com. Unlike some European carriers, SunExpress is open to non-EU nationals and actively recruits internationally, though a Turkish work permit is required for foreign pilots (processed within approximately 30 days by the airline). The selection process is thorough, consisting of seven distinct stages, and places significant emphasis on psychometric testing and simulator performance.

Captain Requirements

First Officer Requirements

Selection Process (7 Stages)

Preparing for the Assessment

The Mollymawk psychometric assessment is widely considered the most challenging element of the SunExpress selection and deserves dedicated preparation. Unlike the DLR test battery used by Lufthansa Group or the COMPASS test used by some British carriers, Mollymawk tests are less standardized in publicly available preparation materials, which adds to the difficulty. The assessment evaluates cognitive processing speed, numerical reasoning, spatial orientation, short-term and working memory, multitasking capability under time pressure, and basic physics comprehension. The test is administered on a computer with strict time limits for each section. Scores are benchmarked against a pilot-specific norm group, and candidates who fall below threshold in any key area are eliminated regardless of their performance in other areas.

The best preparation strategy involves practicing with general aviation aptitude testing platforms such as SkyTest, CUT-E, or Symbiotics, which train the same cognitive skills even if the exact test format differs. Candidates should focus particularly on spatial reasoning under time pressure, mental arithmetic, and divided attention tasks. Many successful applicants report that the multitasking sections, where candidates must simultaneously track instruments, respond to audio cues, and perform mathematical calculations, are the most challenging. Practice sessions of 2-3 hours at a time help build the stamina needed for the actual 3-hour assessment.

For the simulator assessment, candidates are evaluated on a Boeing 737NG full-flight simulator at one of SunExpress's partner training facilities. The assessment typically includes standard instrument flying (ILS approaches, holding patterns, NDB tracking), abnormal and emergency handling (engine failure at various phases of flight, system malfunctions), and crew resource management (CRM) under workload. The assessors are less interested in perfect flight path management and more focused on decision-making, workload prioritization, communication, and how candidates handle unexpected situations. Prior experience on Boeing aircraft is an advantage but not essential, as the assessment accounts for differences in type experience. Candidates with Airbus backgrounds are expected to demonstrate adaptability rather than Boeing-specific expertise.

The panel interview (approximately 90 minutes) is conducted by a senior Captain, a training Captain, and typically an HR representative. Questions cover behavioral and competency-based scenarios (threat and error management, conflict resolution, decision-making under pressure), motivation for joining SunExpress, understanding of the airline's operations and culture, and willingness to relocate to Turkey. Candidates who demonstrate genuine research into SunExpress's operations, fleet plans, and Turkish aviation market tend to perform better than those who approach it as just another airline interview. The panel particularly values honesty about limitations and a constructive learning attitude over rehearsed "perfect" answers.

How does SunExpress stack up against its two closest competitors in the Turkish aviation market: Turkish Airlines (the national flag carrier and 50% parent) and Pegasus Airlines (Turkey's largest low-cost carrier)? Below is a comparative analysis across five key metrics. Scores are editorial estimates based on publicly available data, official brochures, and industry benchmarks.

Key Takeaways from the Comparison

Turkish Airlines dominates on salary and fleet diversity. As a full-service flag carrier operating widebody aircraft (A350, 777, 787) on intercontinental routes, Turkish Airlines offers significantly higher absolute pay: Captains reportedly earn between $14,500 and $16,500 USD per month, with First Officers in the $7,000-$11,000 range. The fleet spans over 400 aircraft across multiple Airbus and Boeing types, giving pilots access to long-haul widebody flying that SunExpress simply cannot offer with its narrowbody-only operation.

SunExpress wins on lifestyle and growth potential. Pilots based in Antalya or Izmir enjoy a Mediterranean lifestyle with dramatically lower living costs than Istanbul (Turkish Airlines' base). The part-time contract option (20/10 pattern) is not available at Turkish Airlines. And the growth trajectory (doubling the fleet by 2033) suggests faster upgrade timelines and more career opportunities in the near term. The dual parentage also provides unique staff travel benefits spanning both Star Alliance and the broader Turkish Airlines network.

Pegasus offers less overall. As a pure low-cost carrier, Pegasus typically offers lower compensation, fewer benefits, and higher pilot turnover. The airline has historically used pay-for-training models and reportedly experiences significant pilot attrition to Turkish Airlines. SunExpress sits above Pegasus on most metrics, benefiting from its premium leisure positioning and stronger ownership backing.

Job security is SunExpress's hidden strength. Backed by two of Europe's most established aviation groups (Turkish Airlines and Lufthansa), with 132 aircraft on order and strong financial performance ($164M profit in 2024), SunExpress offers a level of job security that few leisure carriers can match. The airline has never furloughed pilots, even during the COVID-19 pandemic, when many competitors reduced their pilot workforce significantly.

This comparison uses estimated figures from official sources where available and industry benchmarks otherwise. Turkish Airlines figures are approximate based on publicly reported compensation ranges for foreign contract pilots. Pegasus figures are estimated from industry surveys and pilot forums. Currency conversions at approximate market rates. Always verify with official sources.

Before applying or making any career decisions, always verify information directly with official sources. These are the key websites and organisations relevant to SunExpress pilot careers: