The recent environmental approval to extend the North West Shelf (NWS) project through to 2070 is a major win for Australia’s oil and gas sector. It secures decades of LNG production, provides energy stability and supports the economy. But it also raises important questions about labour supply at a time when workforce availability is already stretched across the country.

What does this mean for oil and gas professionals, field-based workers and energy industry employers? This article explores the likely impacts on labour demand, where the pressure points will be felt and how employers and workers can prepare for what’s ahead.

North West Shelf: A Project That Shapes the Market

The NWS has long been a cornerstone of Australia’s oil and gas industry. Its extension approval ensures:

• Continued large-scale LNG production
• Ongoing investment in brownfield upgrades, maintenance and third-party gas processing
• A significant pipeline of work that will span generations

For the workforce, this means sustained demand across multiple disciplines. But in a market already competing for talent on Scarborough, Browse and other major projects, it could accelerate a talent squeeze.

Where Will Labour Demand Increase?

The NWS extension will drive workforce demand in several key areas. Employers will need to scale up to support:

1. Operations and maintenance

Keeping the NWS infrastructure operating safely through to 2070 will require a steady supply of:

• Mechanical fitters
• Electricians and instrument technicians
• Process operators and control room staff
• Asset integrity specialists

2. Brownfield modifications

Upgrading existing facilities to extend their life and meet emissions standards will create demand for:

• Construction and engineering trades
• Project supervisors and managers
• HSE professionals

3. Decommissioning preparation

Although 2070 is decades away, decommissioning planning will need to begin well in advance. This will see demand for:

• Project planners and engineers
• Environmental specialists
• Decommissioning contractors

All of this activity will overlap with other major WA gas projects, creating strong competition for experienced talent.

FIFO and DIDO Workforce Impacts

For field-based workers, the NWS approval presents significant opportunities. However, it also means:

• More competition between projects for experienced FIFO and DIDO workers
• A likely increase in incentives, as employers look to secure and retain key skills
• Demand for workers who can operate flexibly across maintenance, upgrades and expansion works

Employers will need to revisit roster models, site amenities and retention programs to stay competitive in attracting and keeping skilled workers.

Regions That Will Feel the Pressure

The talent squeeze is expected to hit hardest in:

• WA’s North West, where the NWS, Scarborough, Browse and other developments will all draw from the same labour pool
• Perth and regional hubs, which supply many of the technical, engineering and project management skills needed on site
• Specialist contractor networks, where demand for niche skills could outstrip supply

This could have knock-on effects for smaller projects and shutdowns, which may struggle to compete on rates and conditions.

How Employers Can Get Ahead

Employers who act early will be better positioned to manage the coming labour challenges. Strategies include:

• Retention initiatives: Focus on keeping existing talent through development opportunities, improved conditions and clear pathways for advancement
• Upskilling and training: Invest in building internal capabilities, particularly for trades and technical roles
• Diverse workforce development: Strengthen engagement with Indigenous communities, regional training providers and apprenticeships to grow the talent pool
• Flexible workforce models: Consider more innovative approaches to rosters and work arrangements to improve attraction

What Workers Should Do Now

For oil and gas professionals, the NWS extension means long-term job security. But it also presents an opportunity to:

• Maintain and upgrade certifications: Stay current on qualifications relevant to offshore and onshore LNG operations
• Consider multi-skilling: Workers who can operate across different disciplines will be in high demand
• Look at leadership pathways: With major projects ramping up, there will be strong demand for supervisors and managers who understand both the technical and operational sides of oil and gas

Beyond NWS: The Broader Talent Landscape

It’s important to view the NWS extension in the context of Australia’s wider oil and gas market. Other major factors impacting labour supply include:

• Scarborough LNG development, which is ramping up construction activity
• Pluto Train 2 and Browse developments, which will compete for many of the same skills
• Offshore maintenance and shutdown work, which is ongoing across multiple assets
• Emerging hydrogen and CCS projects, which while smaller in scale today, will also draw on oil and gas skills over time

Together, these projects create a sustained period of strong demand for oil and gas labour, particularly in WA.

Emissions Targets Will Influence Workforce Demand

The NWS extension approval comes with strict conditions around emissions reduction and environmental management. This will create additional demand for:

• HSE professionals
• Environmental scientists and compliance officers
• Engineers with experience in emissions control technologies

Employers who can offer pathways into these areas will be well positioned to meet both regulatory and workforce requirements.

Key Takeaways

The extension of the North West Shelf is a major win for the oil and gas sector. But it also sets up conditions for a talent squeeze that will test employers and create new opportunities for workers. The key points to remember are:

• Labour demand will increase across operations, maintenance, brownfield upgrades and decommissioning planning
• Competition for skilled workers will intensify, particularly in WA
• Employers should act early to secure talent and invest in building their workforce
• Workers should focus on upskilling, flexibility and leadership pathways to make the most of the opportunities ahead

For both employers and workers, the time to plan is now. The next few years will define the workforce landscape of Australia’s oil and gas sector for decades to come.