In Australia, the Fly-in-Fly-out (FIFO) work arrangement is common in industries such as mining, oil, and gas. While this schedule offers benefits like higher pay and extended time off, it also comes with its share of psychosocial hazards that can take a toll on the mental and emotional well-being of workers. As a people manager and / or employer, you are legislatively obliged, under state WHS legislation to be aware of these hazards and take positive actions to minimise the risks associated. Safe Work Australia has identified 14 known hazards. While all 14 hazards do apply to FIFO work, in this blog, we’ll delve into a handful and explore a few strategies to mitigate them.
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Social Isolation and Loneliness:
One of the most significant psychosocial hazards of FIFO work is social isolation. Workers often spend extended periods away from their families and friends, leading to feelings of loneliness and detachment. The lack of a strong social support system can contribute to stress, anxiety, and depression.
Mitigation Strategy: Management should foster a sense of community among FIFO workers through team-building activities, support groups, and communication tools that keep workers connected with their loved ones. Regular check-in by team leaders or management can minimise the risk employees feeling isolated while on shift.
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Disrupted Work-Life Balance:
FIFO workers face challenges in maintaining a healthy work-life balance. Extended shifts and irregular schedules can make it difficult to spend quality time with family and participate in personal activities. This imbalance can lead to strained relationships and increased stress.
Mitigation Strategy: As is reasonably practicable, employers should establish rosters that have some flexibility and can accommodate workers’ personal needs and promote work-life balance. A regular roster, will allow workers to develop and plan a lifestyle pattern.
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High Workload and Fatigue:
The demanding nature of FIFO work, often involving long hours and physically demanding tasks, can lead to excessive fatigue. Fatigue, in turn, increases the risk of accidents, injuries, and negatively impacts overall well-being.
Mitigation Strategy: Employers must manage workloads effectively, provide adequate rest periods, and implement fatigue management programs to ensure the safety and well-being of workers.
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Job Insecurity:
Job insecurity is another psychosocial hazard associated with FIFO work, particularly during periods of economic uncertainty. The fear of job loss or frequent layoffs can lead to anxiety, stress, and reduced job satisfaction.
Mitigation Strategy: Employers should provide regular and clear communication about the company’s status to ensure employee’s are informed. Provide adequte notice around project completions and possible changes to employment.
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Mental Health Stigma:
In some FIFO workplaces, there may be a stigma associated with seeking help for mental health issues. Workers might fear judgment or negative consequences if they disclose their struggles, leading to untreated mental health conditions.
Mitigation Strategy: Create a supportive culture where seeking help for mental health is encouraged and stigma is actively addressed. Offer confidential mental health services, EAP and training to reduce stigma.
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Relationship Strain:
FIFO work can place significant strain on family relationships. Prolonged separations and the challenges of communication during remote work can lead to marital conflicts and family breakdowns.
Mitigation Strategy: Offer relationship counseling and support services for employees and their families. Encourage open communication between partners to address issues promptly.
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Lack of Control:
Workers in FIFO roles often have limited control over their work schedules and job tasks. This lack of autonomy can contribute to feelings of powerlessness and frustration.
Mitigation Strategy: Provide opportunities for workers to have input into their schedules and involve them in decision-making processes when possible.
In conclusion, while FIFO work offers financial benefits and unique opportunities, it also presents psychosocial hazards that can affect the mental and emotional well-being of employees. Management is obliged to address these hazards, creating a safer and more supportive work environment for FIFO workers. Balancing the demands of FIFO work with employee well-being is a challenge worth tackling to ensure a healthier and happier workforce in Australia’s resource industries.