Fly-in Fly-out Research Articles

Health behaviours and affective states of partners of fly‐in fly‐out workers: A daily diary study

AbstractPartners of fly‐in fly‐out (FIFO) workers face increases in demands, for instance in care and family responsibilities, particularly in the absence of workers; however, little is known about how their daily life experiences influence their health across the FIFO work cycle. This study examined the within‐person effects of workload, job control and social support on affective states and health behaviours of partners of FIFO workers. Forty‐four (N = 44) partners of FIFO workers completed online diary surveys on affective states and health behaviours once a day for 28 consecutive days during on‐and off‐shift periods of the FIFO worker. Multilevel models were used to analyse day‐level data. The results of the study demonstrated significant differences in partners' depressed affect and alcohol consumption during both on‐ and off‐shift periods of FIFO workers. Daily increases in workload were associated with anxious affect, whereas daily increases in job control and social support were associated with low depressed affect and positive affect in partners of FIFO workers. Daily increase in social support was also found to be associated with an increase in daily alcohol intake. Interventions could support partners in managing the daily workload and encouraging the creation of social support networks in partners of FIFO workers.

Supervisor relationships, peer support and mental health stressors in the Australian building and construction industry

Mates in Construction (MATES) is a multi-faceted strategy developed in Australia to address suicide prevention in the workplace. MATES operationalized a workplace mental health framework consisting of five domains in 2019 in a move toward a broader systems-based approach to workplace mental health in the building and construction work environment. Using job demands-resources (JD-R) theory and a revised version of the People at Work Survey (PAW-Con), the objective of this study is to explore workplace mental health trends within the Australian building and construction industry with the aim of identifying areas of improvement required to mitigate psychosocial hazards at work. A quantitative method of analysis of reported job demands and resources of 1158 construction workers was used to establish correlation and means scores within the building and construction work environment. Industry means scores enabled comparison with existing safe valid mean scores utilizing established JD-R measurements. Data was collected from construction industry workers over a twelve-month period with the findings highlighting concerns related to supervisor conflict, peer support and job control as psychosocial hazards requiring industry wide improvement. Fly-In Fly-Out (FIFO) and Drive-In Drive-Out (DIDO) work environments demonstrated different hazards in procedural justice, role ambiguity and role conflict. This study demonstrates workplace mental health issues that require attention. Targeted training of supervisors and implementation of workplace plans to address areas of identified concern will reduce rates of mental distress, harm and suicide in a high-risk industry.

Impact of fly-in fly-out work on health behaviours and affective states: A daily diary study.

Our knowledge about the role of fly-in fly-out (FIFO) work-related factors on the well-being of workers across the FIFO work cycle is limited. This study examined the within-person effects of job demand and control on psychological states and health behaviours. The study employed a daily diary design, with 23 FIFO workers in the Australian mining industry completing a daily diary survey for 28 consecutive days across on-shift and off-shift periods. Multilevel analyses showed FIFO workers experienced higher positive affect and enjoyed better sleep quality, but consumed more alcohol, during off-shift days as compared to on-shift days. Within-person variability in daily demand (workload) was associated with higher anxious affect, whereas job control predicted lower anxious and depressed affects, higher positive affect, more alcohol consumption, and more physical activity. The within-person effect of demand on anxious affect was moderated by job control such that those who generally had more control over their jobs had a smaller effect of demand on anxiety than those with less control. Results suggest potentially modifiable aspects of FIFO work-particularly job control-may help alleviate the impact of workload on poorer health behaviours and mood.

Seasonal influence on cognitive and psycho-physiological responses to a single 11-h day of work in outdoor mine industry workers

ABSTRACT This study investigated the seasonal effects that working outdoors had on various parameters in mining industry workers over the course of a work-shift. Workers (n = 27) were assessed in summer (33.3 ± 4.2°C, 38 ± 18% RH; n = 13, age = 46 ± 14 y, BMI = 29.1 ± 5.7 kg/m2) and winter (23.6 ± 5.1°C, 39 ± 20% RH; n = 14, age = 44 ± 12 y, BMI = 31.2 ± 4.1 kg/m2). Core temperature and heart-rate were measured continuously (analyzed at five time points), while perceptual measures, cognitive and manual dexterity performance were assessed at various times over an 11-h shift at the start of a 14-day swing. Hydration was assessed (urine specific gravity) pre- and post-shift. Working memory was impaired in summer compared to winter (−10%; p = 0.039), however did not change throughout the shift. Processing efficiency was significantly reduced at 12 pm (−12%; p = 0.005) and 5 pm (−21%; p < 0.001) compared to 9 am, irrespective of season (p > 0.05). Manual dexterity (dominant-hand) improved over the shift (+13%, p = 0.002), but was not different between seasons. Perceived fatigue had no main effect of season or shift. Core temperature, heart-rate, thermal sensation and rating of perceived exertion increased throughout the shift, with only core temperature and thermal sensation showing a seasonal effect (summer: +0.33°C, +18%, respectively; p < 0.002). Notably, 23% of workers in summer and 64% in winter started work significantly dehydrated, with 54% and 64% in summer and winter, respectively, finishing work with significant to serious dehydration. Impairment in working memory in summer combined with high levels of dehydration over the work-shift reinforces the need for workplace education on the importance of hydration and risk of occupation heat stress. Abbreviations: Core temperature: Tc; Fly-in fly-out: FIFO; Ratings of perceived exertion: RPE; Relative humidity: RH; Urinary specific gravity: USG; Wet bulb globe temperature: WBGT.

Protecting whistle-blowers – addressing misconduct and inappropriate behaviour in the workplace

In June 2022, the final report titled Enough is Enough from the WA Parliamentary Inquiry into sexual harassment against women in the fly-in fly-out (FIFO) mining industry uncovered appalling behaviour in the industry. The inquiry called on companies in the resources sector to remove the barriers that deter some workers from making complaints by using anonymous reporting platforms – such as Crime Stoppers WA’s ‘Safe2Say’. This paper, delivered by Shane Entriken, Partner of Piper Alderman and Board Member of Crime Stoppers WA, and Dr Vince Hughes, CEO of Crime Stoppers WA, will briefly touch upon the current laws and requirements on whistle-blower protections, and employer duties to workers and addressing misconduct and inappropriate behaviour. It will then describe how the anonymous two-way integrity reporting platform Safe2Say, enables companies to ensure compliance with these laws and regulations, and build trust. This innovative and not-for-profit platform has been developed by leveraging off Crime Stoppers WA 25 years of experience and expertise. It is a tool that enhances organisational culture, reputation and worker well-being by providing a safe, external, independent, trusted platform to report misconduct or inappropriate workplace behaviour, such as sexual assault, aggression, bullying, harassment. Safe2Say is unique in that it provides a two-way chat facility and guaranteed anonymity to the person making a complaint. It is unique as the reporter cannot be traced.

Direct, indirect, and moderated paths linking work schedules to psychological distress among fly-in, fly-out workers

ABSTRACT Fly-in, fly-out (FIFO) workers are exposed to demanding work schedules (including extended rosters, long shifts, and night work) which may contribute to the high levels of psychological distress they report. However, existing evidence is inconsistent. To address these issues, we developed a model of FIFO work schedules and formulated three hypotheses linking objective schedule attributes to psychological distress through direct and indirect paths. We tested these hypotheses in survey data from FIFO workers (N = 2595). Objective schedule attributes (work/leave ratio, cycle duration, hours per shift, and night work) jointly accounted for significant variance in psychological distress; work/leave ratio and hours per shift contributed unique variance. Tests of indirect paths from schedule attributes to psychological distress through two subjective measures (roster satisfaction and lifestyle adaptation) showed that one or both of these paths was significant for each attribute. Moreover, parental status acted as a moderator; having children (relative to no children) interacted with work/leave ratio to predict poorer lifestyle adaptation, and hence higher distress. These findings offer new insights into the complex paths linking FIFO work schedules and psychological distress. The discussion highlights the need for interventions focusing on the design of roster/shift patterns to improve the mental health of FIFO workers.

Multiple health-related behaviours among Fly-In Fly-Out workers in the mining industry in Australia: A cross-sectional survey during the COVID-19 pandemic

BackgroundFly-In-Fly-Out (FIFO) workers travel to work at isolated locations, and rotate continuous workdays with leave periods at home, and such work practice is common in the offshore oil and gas and onshore mining industry worldwide. The COVID-19 pandemic and accompanying public health actions appear to have had a negative impact on several health-related behaviours among the general population. However, little is known about the impact of the COVID-19 pandemic on the health behaviours of FIFO workers, who have shown higher pre-pandemic rates of risky behaviours than the general population in Australia. This study examined the health-related behaviours of FIFO workers in the mining industry during the COVID-19 pandemic.MethodsA descriptive cross-sectional study was conducted. FIFO workers from an Australian mining company who underwent COVID-19 screening between May and November 2020 completed an online survey about their regular health-related behaviours. The independent sample t-test and Pearson’s chi-square test where appropriate were conducted to examine the differences between males and females for the behavioural outcomes.ResultsA total of 768 FIFO workers (633 males and 135 females) participated in the study. Prevalence of smoking was high (32%). Males smoked more cigarettes per day than females (15.2±7.0 vs 13.1±7.1, p = .174). Most participants (74.7%) drank alcohol on more than two days per week. Compared to females, more males (20.2% vs 8.0%) consumed alcohol at short-term harmful levels (p = .010). About a third (34.4%) of the workers (33.5% of males and 38.5% of females, p = .264) engaged in inadequate moderate-vigorous exercises/physical activity. About a third (33.1%) of workers (33.7% of males and 30.4% of females; p = .699) had multiple risk behaviours.ConclusionsPrevalence of multiple risk behaviours was high. Interventions aimed at the prevention of risky health-related behaviours should target the different behavioural patterns and may require emphasis on gender-informed techniques particularly when addressing alcohol consumption.

The Overall Health of Men Who Do Fly-in Fly-Out Work in the Mining Sector.

Fly-in fly-out (FIFO) continues to be a fact of life for many men working in the mining industry. The goal of this article is to gain a better understanding of the impacts of FIFO on the overall health of men working in the mining sector and the relationship these men have to seeking help. A qualitative study of 22 men was conducted using a semi-structured interview guide modeled after Torkington et al. Results indicate that men present poor health as a result of workplace-specific performance requirements (long workdays, difficult environmental conditions), being physically far away from their family, and the fact that they do not often seek mental health help. Additional studies with a much larger sample of men are necessary.

Cost of Health-Related Work Productivity Loss among Fly-In Fly-Out Mining Workers in Australia.

Sufficient knowledge on the work productivity impact of the health of fly-in fly-out (FIFO) workers in the mining sector in Australia is lacking. This study examined the impact of health and lifestyle behaviours on the work productivity of FIFO workers in the mining industry in Australia. FIFO workers completed an online questionnaire on health and work productivity loss measures. Linear regressions were used to model annual work productivity losses through absenteeism, presenteeism and total productivity loss. Workers with a high risk for health conditions were, on average, associated with 3.87% more productivity loss (absenteeism: 1.27% and presenteeism: 2.88%) than those with low risk. Workers who had multiple health risks classified as medium (3–4 health conditions) and high (5 or more health conditions) reported 1.75% and 7.46% more total productivity loss, respectively, than those with fewer multiple health risks (0–2 health conditions). Health conditions were estimated to account for an annual additional productivity cost due to absenteeism of AUD 8.82 million, presenteeism of AUD 14.08 million and a total productivity loss of AUD 20.96 million per 1000 workers. FIFO workers with high health risks experience more absenteeism, presenteeism and overall productivity loss. These measures provide strong economic justifications that could support the need for targeted workplace health interventions.

Issues affecting mental health at a fly‐in‐fly‐out mine site: A subjective impact ratings approach

AbstractAround a third of fly‐in fly‐out (FIFO) workers in Australia experience relatively high levels of psychological distress. Although a wide range of associated workplace stressors have been proposed in this context, it is unclear to what extent FIFO workers perceive these stressors as having an impact on their mental health. Identifying the issues that workers perceive as having the greatest impact on their mental health can guide the development of interventions in this area. Thus, this cross‐sectional study sampled 742 FIFO workers from a large mine site in Australia to identify which workplace issues were perceived to have the greatest negative impact on their mental health. Of the 32 issues measured, we found that the top ranked issues related to a lack of control at work, lack of sleep, missing home, and poor physical health. These key issues also predicted poorer recent mental health. Based on these findings, several recommendations are put forward for future on‐site wellness promotion programs, including (a) providing workers with more control and autonomy in their work roles, (b) improving sleep hygiene, (c) facilitating regular communication with family and loved ones, and (d) introducing exercise programs and supporting a healthy diet. This type of proactive consultative approach to mental health issues at FIFO sites cannot only mitigate the increased risk of poor mental health but also foster a more cohesive workplace culture.

Health and related behaviours of partners of fly-in fly-out workers in Australia: a cross-sectional study

ABSTRACT The recurrent absence of workers from home associated with fly-in fly-out (FIFO) work practice has the potential to affect the partners of the workers. This study aimed to examine the mental and physical health of partners of FIFO workers and compare their health-related behaviours during on-and off-shift periods. Partners of FIFO workers in Australia (N=248) completed an online survey. Partners reported higher sleep duration (7.3 ± 1.4 vs 6.4 ± 1.3 hours, p < .001) and better sleep quality during off-shift nights compared to on-shift nights. Among the current smokers (16.9%), partners smoked more cigarettes per day during on-shift periods than off-shift (13.1 ± 8.2 vs 11.6 ± 7.6, p = .034), but there was no difference in alcohol consumption at risky levels. Partners also consumed similar portions of fruits and vegetables and engaged in similar minutes of moderate to vigorous physical exercise per day during on-and off-shift days. Majority of partners had good physical health status (85.1%), but risk of psychological distress was high (50.4%). Interventions could target assisting multiple health behaviour changes and reducing psychological distress by supporting partners to adapt to and cope with the demands/stressors of FIFO lifestyles, particularly in the absence of workers.

Mental Well-Being during COVID-19: A Cross-Sectional Study of Fly-In Fly-Out Workers in the Mining Industry in Australia

Coronavirus disease 2019 (COVID-19) has devastated the world, and its mental health impact has been recognized in the general population. However, little is known about the mental health impact of COVID-19 on fly-in fly-out (FIFO) workers, who are flown to temporarily stay and work in remote areas, during this pandemic. This study examined the mental well-being of FIFO workers in the mining industry during COVID-19 restrictions in Western Australia. An online survey was conducted between May to November 2020 among (N = 842) FIFO workers who underwent COVID-19 screening at a large mining company in Western Australia. The mental well-being score among workers was higher than population norms. One-way ANOVA with Bonferroni post-hoc tests showed significant differences in mental well-being by age, being placed under travel quarantine, undertaking self-isolation, impact of social distance guidelines, and experience of COVID-19 related symptoms. Multiple linear regression analysis showed workers who were younger, placed under travel quarantine and experienced two or more COVID-19 related symptoms were more likely to have worse mental well-being. Acknowledging the negative emotions and distress experiences among the vulnerable groups could help in providing suitable support to help lessen these negative experiences in FIFO workers.

Positive Psychological Capital as a Predictor of Satisfaction With the Fly-In Fly-Out Model.

The flexibility of markets and international agreements have lured a growing number of companies to expand their business beyond frontiers in search for new markets and a bigger business network. Specifically, expatriates became keystones to implant and promote the so desired expansion into international markets, Particularly, Fly-in fly-out (FIFO) flexpatriates. Although FIFO work practices are widely used, little is known about how to promote these professionals’ perceived job satisfaction (JS) across the course of their work cycles. That is why the goal of our research is to test the positive psychological capital (PsyCap) applicability to Portuguese FIFO flexpatriates. In the midst of the positive psychology theories, Luthans et al. (2007b) underline that workers are the psychological capital of any organization. Therefore, the development of the PsyCap becomes crucial and also contributes to the promotion of JS, nowadays a construct intertwined with well-being. As such, we developed and applied a HERO–(hope, self-efficacy, resilience, and optimism)–micro-intervention in order to assess whether it moderated the relationship between a FIFO flexpatriates PsyCap and their JS. The research took place over three distinct moments, both PsyCap and JS were measured before and after the HERO micro-intervention, and again 3 months later. The data collected shows that a positive correlation exists between FIFO flexpatriates PsyCap and JS. Moreover, our results pointed out that the micro-intervention enhanced FIFO flexpatriates PsyCap, and also showed that this increase lasted over (at least) 3 months.

Managing liminal time in the fly-in fly-out work camp.

Fly-in fly-out (FIFO) work camps are built and organized to ensure that long-distance rotational workers are fed, housed, and mobilized in sync with the pressing yet unpredictable rhythms of resource extraction. Positioned thus ‘betwixt and between’ the complex relations of work and life (Johnsen and Sørensen, 2015), the work camp is a generative yet hitherto neglected example of the temporal operations of permanent liminality (Bamber et al., 2017). But what does this mean for workers? If camp does the liminal work of managing the temporal challenges of the resource-based mobility regime, how do FIFO workers experience and respond to its inevitable lived consequences? Drawing on rare qualitative fieldwork in Canada’s Athabasca Oil Sands, we explain the effects of camp time—disorientation, monotony, and entrapment—and examine the temporal tactics workers deploy to manage those effects, from embracing and disrupting internal camp routines to aligning and syncing with outside and future-oriented temporalities. We argue that workers’ tactics make them ‘competent liminars’ (Borg and Söderlund, 2015) of camp time, which is, in turn, crucial to the latter’s disciplining function within the FIFO mobility regime. Our findings invite renewed attention to the temporal mediation accomplished by liminal people and places, especially in organizational contexts aimed at institutionally harnessing social time to productive imperatives.

FIFO rosters and workers’ health and safety: a case study of the impacts of extended shift rosters on electrical workers in construction in the resources sector

ABSTRACT Fly-in Fly-out (FIFO) employment has become a fundamental feature of construction activity in the resources sector in Australia. Much of the existing FIFO research has focused on the production phase of resource projects, as opposed to the construction phase. The rosters in the construction phase are less sociable than those in the production phase. Production phase-focused FIFO studies have documented negative impacts on communities, work-life balance and on the mental and occupational health of workers. This paper presents findings from a qualitative study among electrical trades workers working a challenging FIFO roster while employed during the construction phase of the INPEX LNG Project in Darwin in Australia’s Northern Territory. Results from 18 semi-structured interviews are used to examine these rosters from the perspective of workplace health and safety. Findings are linked to obligations placed on the Person Conducting the Business or Undertaking (PCBU) by work health and safety legislation. The paper concludes that it is doubtful that these workers’ rosters complied with the obligations placed on the PCBU by the legislation.

Drive-in drive-out method of employing people for Arctic oil and gas resources exploration

Research relevance. Main Russian reserves, including oil and gas, are currently focused at northern and Arctic territories. Their exploration requires all necessary assets: labor, non-human, and financial. People employment for oil and gas deposits exploitation is connected with a drive-in drive-out method first of all. Personnel employment plan reliability should take into account the drive-in drive-out method development trends and existing contradiction overcoming. Research aim is to analyze the use of the drive-in drive-out method as applied to oil and gas fields development in the conditions of the North and Arctic by the example of the Yamalo-Nenets Autonomous District, determine the developing trends and existing contradictions requiring overcoming. Research methodology includes generalization and analysis of the data on drive-in drive-out method application, as well as the methods of matching, grouping, averaging, and analog. Results. In course of research the practicability of drive-in drive-out as a method of employing people for oil and gas resources exploitation. Time-dependent changes in the drive-in drive-out method application have been revealed (total and relevant number of workers, change in the composition of drive-in drive-out employees, the share of regional drive-in drive-out, and change in the composition of foreign labor). The prerequisites for the drive-in drive-out method have been formulated; they have first been conditioned on the lack of qualified workers among local population and the legacy of the Soviet period when the professional training of skilled personnel was not given due attention. The current situation with the drivein drive-out method of employing people is characterized by the distribution of drive-in drive-out workers across the territory of the Yamalo-Nenets autonomous district, depending on the location of the developed and potential oil and gas fields, as well as the historically formed contour of urban and rural settlements: the oil and gas producing south, the developed gas producing central regions, the transport and logistics hub with the mining Polar Urals, new arctic (peripheral) oil and gas producing regions, developing east 78 "Izvestiya vysshikh uchebnykh zavedenii. Gornyi zhurnal". No. 5. 2020 ISSN 0536-1028 and depressive southwest. The contradictory aspects of the drive-in drive-out method have been established. The practicability of drive-in drive-out from an economic point of view raises no objections. The social aspect is assessed negatively (the social aspect includes work organization, turnover, the sociopsychological situation; the medical aspect includes constant acclimatization and re-acclimatization). The negative impact on the growth of unemployment has not been confirmed. There must be no unreasonable limitation of the drive-in drive-out method, especially as the current situation will objectively require an increase in drive-in drive-out scale. Summary. Drive-in drive-out method of employing people for oil and gas resources exploitation is generally accepted and applied both in home and abroad. Drive-in drive-out scale should be noted. Under these conditions, in order to increase the reliability of investments plan related to the labor support of projects, it is necessary to take into account the identified trends in drive-in drive-out development and provide for measures to prevent or mitigate the identified contradictions of the drive-in drive-out method.

The impact of fly-in, fly-out (FIFO) on the health and well-being of employees: what organisations can do to mitigate the risks and improve outcomes

Concerns about the increased risk to mental health in fly-in, fly-out (FIFO) workers in the construction and resources industries led to increased public and government scrutiny, resulting in Western Australia’s adoption of a code of practice. In general, research has found that a higher incidence of psychological distress in FIFO workers has resulted from high compression rosters and work–family conflict, as well as feelings of isolation. Risk controls, such as perceived levels of support, have been found to be significantly related to improved mental health and organisational outcomes. Organisations need to address the non-financial needs of their workers and look to develop their perceived support, job satisfaction and adjustment to the FIFO lifestyle. This paper outlines practical risk controls and interventions organisations can take to improve psychological and organisational outcomes.

Adjusting to working away and as an expatriate: learnings on what organisations can do to promote the mental health and well-being of workers and their families

Adjusting to frequent separations and reunions can put pressure on the relationships and families of those who work away. Although the work context is different, there are similar effects and challenges for workers, families and organisations across the military, expatriate and fly-in, fly-out (FIFO) research domains. Mental health, work performance, job satisfaction, relationships and parenting are all negatively affected by the extended periods of deployment or posting and the regular and ongoing shorter periods of FIFO work. At the individual level, personality dimensions (emotional stability, sociability, openness to new experiences), locus of control, intelligence, self-sufficiency and cultural intelligence have been shown to significantly affect these impacts and provide organisations with starting points for both the screening of candidates for roles and coaching them to better adjust and cope cross-culturally. The recruitment and onboarding processes should be underpinned by the principles of managing expectations and building capability, and this means that realistic and relevant information should focus on the realities of the work, the work environment and host country. The onboarding process that seeks to socialise the worker into the organisation and the culture should assume the worker will take at least 6 months to settle into the role. Predeparture training should engage with the worker and their families to ensure the development of coping skills and practical strategies for managing communication, parenting and relationships. Effectively managing the psychosocial risks faced by workers across these domains will improve the mental health and well-being of workers and their families.

Comparing fly-in fly-out and telehealth models for delivering advanced-practice physiotherapy services in regional Queensland: An audit of outcomes and costs

Introduction Recruitment of advanced-practice physiotherapists to regional and rural healthcare facilities in Queensland, Australia remains a challenge. To overcome this barrier, two different service delivery models (Fly-In, Fly-Out (FIFO), Telehealth) were trialled by one regional facility. This study aims to describe the economic- and service-related outcomes of these two methods of service delivery. Methods A retrospective audit was conducted where two nine-week time periods were selected for each service delivery model. Outcomes of interests include patient demographics and case-mix, service utilisation, clinical actions, adverse events and costs. Net financial position for both models was calculated based upon costs incurred and revenue generated by service activity. Results A total of 33 appointment slots were recorded for each service delivery model. Patient case-mix was variable, where the Telehealth model predominately involved patients with musculoskeletal spinal conditions managed from a neurosurgical waiting list. Appointment slot utilisation and pattern of referral for further investigations were similar between models. No safety incidents occurred in either service delivery model. An estimated cost-savings of 13% for the Telehealth model could be achieved when compared to the FIFO model. Discussion Telehealth is a safe, efficient and viable option when compared to a traditional in-person outreach service, while providing cost-savings. Telehealth should be seen as a service delivery medium in which sustainable recruitment of advanced-practice physiotherapists to regional and rural healthcare facilities can be achieved.

Make It So: Harnessing Technology to Provide Professional Development to Regional Museum Workers

Make It So: Harnessing Technology to Provide Professional Development to Regional Museum Workers