Australia’s long-term gas projects, from Scarborough to the North West Shelf extension, are creating strong and sustained demand for skilled workers. With multiple major developments running at the same time, employers face a clear challenge — how to retain top talent in a competitive market where offering the highest rates isn’t always enough.
In this article, we explore the strategies employers are using to keep experienced workers on board and motivated. We look at what matters most to field-based workers and how companies can build loyalty that lasts across the life of a project.
Why Retention Matters More Than Ever
Long-term gas projects require stable, skilled crews to deliver safe and efficient operations. High turnover can lead to:
- Increased training and onboarding costs
- Disruptions to team dynamics and productivity
- Greater safety risks due to loss of experienced workers
In a hot labour market, where multiple gas projects are seeking the same skillsets, retention is no longer just about pay. Workers are looking for value beyond the pay packet.
What Workers Are Really Looking For
While rates are important, workers on long-term gas projects also value:
- Roster stability: Predictable swings and the ability to plan life around work
- Good camp conditions: Clean, comfortable accommodation, quality food and recreational facilities all contribute to job satisfaction
- Strong safety culture: Workers want to feel that their health and wellbeing are a priority
- Career progression: Clear pathways to supervisory, technical or specialist roles help keep workers engaged
- Respect and recognition: Crews want to know that their contribution is valued by management and the wider project
Employers who focus on these areas will find it easier to build loyalty and keep their top talent.
Retention Strategies That Go Beyond Rates
Many leading oil and gas employers in Australia are investing in strategies that address what workers value most. These include:
1. Improved roster flexibility
Where possible, employers are offering:
- Shorter swings or alternative roster options to suit worker preferences
- Flexibility around time off for family or personal needs
- Clear communication on roster planning to support work-life balance
This helps reduce fatigue and improves retention, particularly for experienced workers who value stability.
2. Upgraded camp facilities
Quality of life on site makes a big difference. Investments in:
- Modern, clean accommodation
- Better food choices, including healthier options
- Fitness facilities, recreation spaces and reliable internet access
can have a major impact on how workers feel about staying with a project long term.
3. Training and development
Employers are increasingly offering:
- Supervisor and leadership training for experienced workers looking to advance
- Technical upskilling to help workers broaden their capabilities
- Mentoring programs that recognise and reward senior workers for sharing knowledge
This helps workers see a future with the company beyond their current role.
4. Recognition and engagement
Small things can make a big difference. Employers are:
- Recognising worker contributions through awards, bonuses or public acknowledgement
- Engaging crews in decisions that affect their work and conditions
- Providing regular feedback and communication on project progress
When workers feel respected and included, they are more likely to stay.
5. Wellbeing programs
Supporting mental and physical health is becoming a key retention tool. This can include:
- Access to counselling services
- Fatigue management initiatives
- Health checks and fitness programs
A genuine focus on wellbeing helps build loyalty and trust.
The Role of Leadership in Retention
Supervisors and site managers play a crucial role in retention. Strong leadership helps to:
- Set clear expectations and provide support on the ground
- Identify and address issues early before they lead to turnover
- Foster a positive team culture where workers want to stay
Employers who invest in building leadership capability will see stronger retention outcomes.
Retention Benefits for Employers
Focusing on retention delivers real commercial benefits for gas project operators and contractors. These include:
- Lower recruitment and training costs by reducing turnover
- Improved safety and productivity through stable, experienced crews
- Enhanced reputation as an employer of choice, making it easier to attract talent in the future
In a competitive labour market, a strong retention strategy is a clear advantage.
What Workers Can Do to Make the Most of Retention Initiatives
For workers, long-term gas projects offer the chance to:
- Build skills and experience across different phases of a project
- Take advantage of training and progression opportunities
- Contribute to a positive team environment that supports safety and success
Workers who engage with development programs and contribute to team culture will often be first in line for advancement as projects continue.
Retention in FIFO and DIDO Settings
Retention strategies must address the unique challenges of FIFO and DIDO work. Employers are focusing on:
- Reducing fatigue through better rostering and travel arrangements
- Improving communication so workers feel connected, even when remote
- Providing support for workers’ families, including flexible leave options where possible
When workers feel that their unique needs are understood and supported, they are more likely to stay with a project long term.
