Contract vs Permanent Oil & Gas Jobs: 2026 Hiring Trends

As 2026 kicks off, Australia’s oil and gas sector is powering into another big year. Major gas projects, brownfield expansions and offshore developments are driving steady demand for skilled workers. But the shape of hiring is changing. The balance between contract and permanent roles is shifting, with both employers and workers reassessing what works best in a dynamic market.

In this article, we break down what’s trending for 2026 hiring in oil and gas. We explore the pros and cons of contract and permanent roles and what it means for field-based workers, employers and the industry at large.

What’s Driving Hiring Trends in 2026?

Several factors are influencing how employers are approaching workforce planning this year:

Multiple major projects running at once. From Scarborough and Pluto Train 2 to the North West Shelf extension, the sector needs a large, flexible workforce.
Longer project durations. Many gas developments now span decades, making permanent hires more attractive in some areas.
Competitive labour market. Skilled workers remain in high demand, pushing employers to offer more secure or attractive terms to secure talent.
Focus on retention. After years of high turnover in FIFO and DIDO workforces, companies are looking at strategies that build loyalty.

The result is a mix of contract and permanent hiring — but with clear trends emerging in what workers and employers prefer.

The Case for Contract Roles in 2026

Contract roles remain a key part of oil and gas hiring, particularly for:

Short-term or project-specific scopes. Shutdowns, commissioning phases or brownfield upgrades often rely on contractors to provide flexibility.
Specialist skills. Contractors with niche expertise can be brought in as needed without long-term commitment.
Workers seeking variety. Some workers prefer contract work as it allows them to move between projects or regions.

In 2026, we’re seeing contract roles continue to dominate in areas such as:

Construction and commissioning
Maintenance shutdowns
Specialist technical services (e.g. NDT, rope access, instrumentation)

Contract work provides flexibility for both employers and workers. But it also comes with challenges, including less job security and fewer long-term benefits.

The Case for Permanent Roles in 2026

Permanent hiring is gaining ground, particularly in:

Operations and maintenance teams. With major projects moving into production, operators want stable crews who know the assets.
Safety-critical roles. Employers are increasingly keen to have HSE staff and supervisors on permanent terms to build strong site cultures.
Regional workforce development. Permanent roles support local employment goals and help build long-term skills in communities.

For workers, permanent jobs offer:

Greater job security
Access to benefits such as leave entitlements, training and career development
The ability to plan for the future, particularly for those with families

Employers are using permanent roles as part of their retention strategies, aiming to reduce turnover in critical parts of their operations.

Where the Trends Are Heading

So what’s trending for 2026? Based on what we’re seeing across the market:

A blended approach. Most employers are using a mix of contract and permanent roles to balance flexibility with stability.
Growth in permanent hiring for operations. As big gas projects move from construction to production, permanent hiring is on the rise.
Continued reliance on contractors for peak demand. Shutdowns, upgrades and early-phase construction will continue to rely heavily on contract labour.
Workers wanting more security. After several volatile years, many workers are showing greater interest in permanent roles where available.

The key for both workers and employers is to understand where the opportunities lie and match choices to career and business goals.

What Workers Should Consider

If you’re deciding between contract and permanent roles in 2026, think about:

Your lifestyle and career goals. Do you value flexibility and variety, or do you want security and progression?
Financial considerations. Contract rates may be higher, but permanent jobs offer paid leave and other entitlements.
Family needs. Permanent jobs may make planning easier for those with families or financial commitments.
Where you are in your career. Early-career workers may benefit from the variety of contract roles, while experienced professionals may prefer the stability of permanent work.

Both pathways offer excellent opportunities — the right choice depends on what fits your situation best.

What Employers Should Focus on

Employers planning their 2026 hiring strategies should:

Use contract labour strategically. Focus on contract hires where flexibility and scalability are key.
Invest in permanent staff for critical functions. Build strong, loyal teams in safety, operations and long-term maintenance.
Offer clear value to workers. Whether hiring contract or permanent, employers need to offer good rosters, site conditions and development opportunities to attract and keep talent.
Plan ahead. With multiple projects competing for the same skills, early workforce planning is critical.

By balancing contract and permanent hires thoughtfully, employers can build workforces that meet both short-term project needs and long-term business goals.

How Enxgy Supports Workers and Employers

At Enxgy, we help workers and employers navigate the contract versus permanent decision. We support:

Workers: We connect you with roles that match your skills, preferences and career goals — whether you’re looking for flexible contracts or long-term opportunities.
Employers: We assist in designing workforce solutions that blend contract and permanent talent to suit project requirements and retention needs.

Our team understands the realities of the oil and gas labour market in 2026. We work with you to find the right balance for success.