Over 500 regional jets are parked across the US because there are not enough pilots to fly them. Here is why, and where the pilots went.
More than 500 regional aircraft are parked across the United States because there are not enough pilots to fly them. The aircraft are functional. The routes they served still have demand. The airlines that operate them still hold the contracts with their mainline partners. The cockpits are empty because the pilots who used to fill them have been hired away by Delta Air Lines, United, and American, and the regional carriers cannot replace them fast enough to keep the full fleet flying.
The shortage has compressed the career timeline at every level of the industry. First officers at regional airlines are upgrading to captain in 18–24 months, instead of the historical five to seven years. Captain upgrades at major airlines are running 3–5 years instead of 8–12. The FAA estimates 4,300 mainline pilots will reach mandatory retirement every year through 2042, and each retirement sets off a chain reaction that pulls pilots upward through the system and leaves the regional level short-staffed.
The Regional Airline Association reports that more than 500 regional aircraft are currently parked across the United States because there are not enough pilots to fly them. The aircraft are not broken. They are not awaiting maintenance. They are sitting on ramps at bases across the country because the airlines that own or lease them cannot staff the cockpits. The parked fleet consists primarily of Embraer E175s and Bombardier CRJs, aircraft that are otherwise ready to fly revenue service on routes connecting smaller communities to major airline hubs.
The staffing gap is not evenly distributed. Some carriers are harder hit than others. Envoy Air, American Airlines' largest wholly owned regional subsidiary, operates a fleet of 180 aircraft but has pilot staffing sufficient to fly only 142 of them. SkyWest Airlines, the largest regional carrier in the United States by fleet size, has parked 89 aircraft due to pilot shortages. At the industry level, the Regional Airline Association's data shows member airlines operating at approximately 67% of their total pilot capacity, meaning roughly a third of the cockpit seats that would need to be filled to fly the full fleet are empty.
The pressure contributed directly to the merger of Republic Airways and Mesa Air Group in November 2025. Both carriers were struggling to maintain service levels for their mainline partners with shrinking pilot rosters. Consolidating two pilot pools into one operation was a survival strategy rather than a growth move. The combined carrier now operates a larger fleet under a single management structure, but the underlying problem remains. The regional airline industry has more aircraft than it has pilots to fly, and the imbalance is widening as mainline carriers continue hiring experienced regional pilots away from the carriers that trained them.
The pilot shortage at regional airlines is not caused by a lack of interest in the profession or a failure to produce new pilots. It is caused by what is happening at the other end of the career pipeline. At the mainline carriers, Delta Air Lines, United Airlines, American Airlines, Southwest Airlines, and the major cargo operators, senior captains are reaching the FAA's mandatory retirement age of 65 and leaving the cockpit permanently. The FAA estimates approximately 4,300 commercial airline pilots will reach mandatory retirement every year through 2042, with the peak occurring between 2026 and 2028 at up to 4,000 retirements per year at the mainline level alone.
The demographic driving the wave is specific. The US airline industry hired aggressively in the 1980s and 1990s following deregulation, when new carriers entered the market and existing airlines expanded rapidly. The pilots hired during that period are now in their early to mid-60s. Nearly 50% of the current active commercial pilot workforce at the mainline carriers consists of pilots from that post-deregulation hiring era. COVID-19 accelerated the trend when airlines offered early retirement packages during the 2020-2021 downturn, removing thousands of senior captains from the workforce years ahead of when they would have reached the mandatory age.
Boeing's Pilot and Technician Outlook projects that North America will need 119,000 new commercial pilots between 2025 and 2044 to keep pace with retirements and fleet growth. Oliver Wyman estimated the shortfall at 24,000 pilots by 2026, while the National Air Carrier Association projects 16,000-plus mandatory retirements over the next five years.
The retirees are not regional first officers. They are widebody captains with 20,000–30,000 flight hours who cannot be replaced by a pilot fresh out of training. Each retirement creates an opening that is filled by upgrading someone below, and the chain of movement that follows pulls pilots upward through every level of the industry until it reaches the regional airlines at the bottom, where the seat goes empty.
When a senior captain at Delta Air Lines retires from a Boeing 767, the airline does not hire a replacement captain from outside. It upgrades an existing Delta first officer to fill the seat. That first officer's now-vacant right seat is filled by upgrading a more junior first officer from a smaller aircraft type. The opening that creates is filled by hiring a new first officer from outside Delta, typically a captain at a regional airline like Endeavor Air, SkyWest, or Republic Airways.
The regional airline now has a captain vacancy. It upgrades one of its own first officers to fill it. That first officer seat is filled by hiring a new pilot from the training pipeline who has just reached 1,500 hours and earned an Airline Transport Pilot certificate. One mainline retirement creates movement at five or six positions across two carriers and multiple fleet types.
The scale of mainline hiring in 2026 makes the cascade effect enormous. United Airlines plans to hire approximately 2,500 pilots this year. American Airlines plans to hire approximately 1,500 annually as part of a five-year target of 10,000 new pilots. Delta Air Lines hires more than 1,000 per year. Each of those hires is predominantly a regional captain or a military pilot with command experience. The mainline carriers are not hiring 250-hour commercial pilots. They are hiring pilots with 3,000–5,000 hours who have been flying as captains at regional airlines for two to four years. Every one of those hires removes a trained, experienced captain from a regional airline's roster.
The regional airline must then upgrade a first officer who may have been in the right seat for as little as 12–18 months. That new captain has met the regulatory minimums, has passed the upgrade training and check ride, and is legally qualified to hold command authority. But the experience level in the left seat at regional airlines is lower than it has been in decades because the pilots who would historically have spent five to seven years as regional captains before moving to the majors are now leaving after two to three.
The passengers most affected by the regional pilot shortage are not the ones flying between major hubs. They are the residents of smaller cities and towns where regional airline service is the only commercial air link to the national aviation network. The Regional Airline Association reports that 76% of all US airports have experienced diminished or eliminated air service as a direct result of pilot staffing shortages.
In January 2026, Dubuque, Iowa lost all scheduled commercial flights after a failed agreement with Denver Air Connection. The city's residents now drive approximately 90 miles (145 km) to the Eastern Iowa Airport (CID) in Cedar Rapids or 190 miles (306 km) to Chicago O'Hare (ORD) to reach a commercial flight.
Dubuque is not an isolated case. The Regional Airline Association counts 324 communities that have lost scheduled air service since the pilot shortage began affecting regional operations. Many of these are Essential Air Service cities where the federal government subsidizes commercial flights because the market cannot support them on its own.
When the airline operating the EAS contract cannot staff the flights because it does not have enough pilots, the service stops regardless of the subsidy. The community loses its air link and the passengers either drive, take a bus, or do not travel. For cities that depend on air service for business recruitment, healthcare access, and tourism, the loss of flights has economic consequences that extend well beyond the airport.
The structural problem is that the career pipeline flows in one direction. Pilots train at flight schools, build hours as flight instructors or in other time-building roles, get hired at regional airlines, upgrade to captain, and then leave for the majors. The regional airline is a waypoint in the career, not a destination.
The pay increases that doubled regional first officer salaries from $30,000 to over $80,000 slowed the attrition rate but did not stop it, because a mainline captain at Delta or United earns up to $450,000 and the gap between regional and mainline compensation remains large enough to make the move inevitable for nearly every pilot who qualifies. Until the pipeline produces enough new pilots to replace the ones leaving at the same rate they depart, the aircraft will stay parked and the communities at the end of the network will continue losing service.
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