Roster choice is one of the biggest factors in whether FIFO works for you long-term. Get it right, and you've got a solid income with genuine time at home. Get it wrong, and you'll burn out within a year.
Western Australia runs on a handful of standard rosters, but the differences between them — in pay, lifestyle, and career options — are massive. This guide breaks down the most common FIFO rosters in WA, compares them honestly, and helps you figure out which one suits your situation.
How FIFO Rosters Work
A FIFO roster is written as "days on / days off." So a 2/1 roster means 2 weeks on site, 1 week at home. An 8/6 means 8 days on, 6 days off.
Most rosters run on 12-hour shifts — either day shift (6am-6pm) or night shift (6pm-6am). Some operations rotate between days and nights within a swing. Others keep you on the same shift pattern.
Your roster determines:
- How many days per year you work
- How much time you spend at home
- How fatigued you get
- How much you earn (more days on generally means more pay, but not always)
The Rosters Compared
2 Weeks On, 1 Week Off (2/1)
The standard. This is the most common roster in WA mining, especially across the Pilbara iron ore operations (BHP, Rio Tinto, FMG) and Goldfields gold mines.
Days worked per year: ~243 Days at home per year: ~122
Pros:
- Highest earning potential of the common rosters
- Widely available across all trades and operations
- Predictable schedule — easy to plan around
- Employers love it because they get maximum productivity
Cons:
- Only 1 week at home. By the time you decompress from 2 weeks on site, you've got 3-4 days before you're packing again.
- Hard on relationships and families, especially with young kids
- Fatigue accumulates over the fortnight, particularly on night shift
- Miss a lot of life events — birthdays, school assemblies, weekends with mates
Best for: Single workers or couples without kids who want to maximise earnings. Also common for people in their first FIFO role who want to build experience quickly.
Typical roles: Operators, tradespeople, general hands, process technicians, drill crews
8 Days On, 6 Days Off (8/6)
The sweet spot. Ask most experienced FIFO workers and this is the roster they'd choose. Increasingly common, especially for shutdown and construction projects.
Days worked per year: ~209 Days at home per year: ~156
Pros:
- Nearly equal time at home vs on site
- 6 days off is enough to actually do something — a short holiday, a project at home, quality family time
- Less fatigue than longer swings
- Popular in construction and maintenance — lots of variety in work
Cons:
- Slightly lower annual earnings than 2/1 (fewer days worked)
- More flights per year, which can mean more travel fatigue
- Less common in production roles — harder to find in steady-state mining operations
- Can feel like you're always either leaving or just getting back
Best for: Workers with families who want a balance between income and time at home. People who've done 2/1 and want something more sustainable long-term.
Typical roles: Shutdown crews, construction workers, maintenance tradespeople, supervisors
4 Days On, 3 Days Off (4/3)
Almost a normal job. This roster is typically used for sites within bus-in bus-out (BIBO) distance of Perth, like Boddington, Worsley, or Kwinana operations.
Days worked per year: ~208 Days at home per year: ~157
Pros:
- Home every week. Sleep in your own bed most nights.
- Great for families — you're home for weekends (or close to it)
- No FIFO camp life if it's BIBO
- Similar earning potential to 8/6 with less lifestyle disruption
Cons:
- Limited to sites near Perth or regional centres
- Often no camp allowances or FIFO benefits (flights, meals, accommodation)
- Take-home pay can be lower when you factor in commute costs and no site allowances
- Fewer positions available compared to 2/1 or 8/6
Best for: Workers based in Perth who want mining-level pay without the FIFO lifestyle. People with kids in school or other commitments that make extended time away difficult.
Typical roles: Process operators, maintenance tradespeople, lab technicians, warehouse staff
2 Weeks On, 2 Weeks Off (2/2 or Even Time)
The dream roster. Even-time is what most FIFO workers aspire to, and it's becoming more common as companies compete for talent.
Days worked per year: ~182 Days at home per year: ~183
Pros:
- Equal time on and off. Genuine work-life balance.
- 2 weeks at home is enough for holidays, projects, or side gigs
- Lower fatigue and better mental health outcomes
- Increasingly offered to attract and retain workers in a tight labour market
Cons:
- Lower total hours worked means lower annual earnings (unless hourly rate compensates)
- Still relatively uncommon in entry-level roles
- Often reserved for experienced workers, supervisors, or specialised positions
- Some companies offer even-time but with longer shifts or harder work to compensate
Best for: Experienced workers with leverage to negotiate. Families. Anyone who values time at home over maximum income.
Typical roles: Senior tradespeople, supervisors, technical specialists, shutdown coordinators, some operator roles at Woodside and LNG facilities
Other Rosters You Might See
5/2, 4/3 rotating — Common in process plants. You work 5 days, have 2 off, work 4 nights, have 3 off. Keeps the plant running 24/7.
9/5 — Somewhere between 8/6 and 2/1. Used on some Goldfields operations.
3/1 — Three weeks on, one week off. Brutal but high-paying. Common in remote exploration and some offshore roles.
28/28 — Four weeks on, four weeks off. Mainly offshore (oil and gas platforms) or very remote operations. Big earning potential but long stretches away.
How Roster Choice Affects Your Pay
The relationship between roster and pay isn't as simple as "more days = more money." Here's what actually drives your take-home:
Base hourly rate — Even-time rosters often have higher hourly rates to compensate for fewer total hours.
Overtime and penalties — Night shift, weekends, and public holidays attract penalty rates. Longer swings usually mean more overtime hours.
Site allowances — Daily allowances for remote locations ($50-150/day) add up faster on longer rosters.
Annual earnings comparison (approximate, for a mid-career tradesperson):
| Roster | Days Worked | Approx. Annual Earnings | |--------|-------------|------------------------| | 2/1 | 243 | $150,000 - $180,000 | | 8/6 | 209 | $130,000 - $160,000 | | 4/3 | 208 | $120,000 - $150,000 | | 2/2 | 182 | $120,000 - $155,000 |
These are rough figures. Actual pay depends on your trade, experience, the company, the commodity (iron ore vs gold vs lithium), and whether you're on a labour hire contract or direct employment.
Which Roster Is Right for You?
Ask yourself these questions:
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What's your family situation? Kids in school? Partner working? The 2/1 grind is harder when people at home need you.
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What's your financial goal? Building a house deposit? Pay off debt fast? A 2/1 on good money for 2-3 years can set you up. But so can a sustainable 8/6 that you stick with for 5 years.
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How do you handle isolation? Some people love camp life. Others climb the walls after a week. Be honest about what you can sustain.
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Where are you in your career? If you're just starting out, you may not have the luxury of choosing. Take what you can get, build experience, then negotiate for a better roster later.
Tips for Negotiating Your Roster
- Build your skills and tickets first. The more qualified you are, the more options you have.
- Target companies known for good rosters. Woodside and some LNG operators are known for even-time. FMG has moved some roles to 8/6.
- Consider labour hire vs direct. Labour hire often means less roster flexibility, but direct employment may offer roster negotiation after a probation period.
- Check the trend. The industry is moving toward family-friendly rosters. Companies struggling to recruit are offering better rosters to attract talent.
The Trend Toward Family-Friendly Rosters
The WA mining industry is in the middle of a generational shift. Companies that offered 2/1 or 3/1 as the only option are losing workers to competitors offering 8/6 or even-time.
BHP, Rio Tinto, and FMG have all publicly committed to improving roster options. The WA Mental Health Commission has highlighted the mental health impacts of extended FIFO rosters, and the industry is responding — slowly.
If you're entering the industry now, the good news is that roster options are better than they've ever been. And they're getting better every year.
Your Resume Needs to Match the Role
Whichever roster you're targeting, make sure your resume reflects the right experience. If you're applying for a 2/1 Pilbara role, mention your experience with FIFO rosters and remote operations. If you're chasing an 8/6 shutdown gig, highlight your shutdown and construction experience.
And make sure the ATS can actually read your resume — because it doesn't matter how good your experience is if the software rejects you before a recruiter sees it.
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