EWSD02 wrote "If you had an MPL now you would be on very low hrs and with virtually no chance of getting into another airline. That is putting aside the fact the other airlines would think twice about taking on an MPL in any case."
How is that different from an fATPL holder with low hours? Both are at the bottom of the proverbial dung heap. Does it really matter much which layer, number 7 or number 8, they are on? Both are at high risk of redundancy, and difficulty moving to job number 2.
There is so much rubbish going around about MPL. Perhaps if someone can answer these questions, it will help people assess the risks more effectively:
1. What are the requirements to upgrade from MPL to ATPL and how do they differ from upgrading a ME/CPL/IR/MCC to an ATPL?
2. What will it take for an MPL to upgrade to an ME/CPL/IR/MCC if they are made redundant before achieving an ATPL?
The first point goes towards establishing approximately how long the 'bastard child' period will last. One who is considering the risk of accepting a FlyBe or other MPL seat needs to know how long it will be until they can come in out of the cold with other potential employers.
The second point assumes an MPL would not be marketable to other airlines in the event of redundancy from the company that sponsored the MPL cadet. It goes toward putting a price tag on mitigating the unemployability risk in the early years before a full ATPL is achieved. Once the upgrade path and cost is known, then a cost benefit assessment can be done.