WA Government’s Response to the Inquiry into the Impact of FIFO work practices on mental health

The WA Government’s response to the Education and Health Standing Committee’s Report into the impact of FIFO work practices on mental health has now been released.

 

The response is welcome as the Parliamentary Inquiry highlighted some significant issues in the mining and resource sector that compromise workers’ mental health. This includes the isolation experienced by many who are working long distances from their families and friends, with their isolation exacerbated by poor IT and communication systems on some sites.

 

The thirty recommendations made by the Committee also addressed a range of other issues: the impact of high compression rosters, accommodation and the use of ‘motelling’, workplace culture in the industry that does not make it easy for workers to report difficulties without fear of job loss, a lack of mental health training and education, the need for improved anti-bullying measures and the prosecution of claims of bullying, fatigue and the need for improved data collection on mental health and suicide in the industry.

 

We welcome the Government response and its support for 14 of the recommendations. The Inquiry was bi-partisanship working at its best and it is good to see some important recommendations such as the reporting and investigation of suicide and attempted suicides on mine sites and camps being taken very seriously. The collaborative approach via MIAC and its stakeholders, including the MHC is also a positive way forward.

 

We note that the Code of Practice that was proposed to encompass many of the recommendations has only partially been supported. We hope by incorporating them and strengthening existing codes this does not in any way ‘dilute’ the Inquiries recommendations.

 

It is of concern that the recommendations regarding high compression rosters and motelling have only been ‘noted’. The impact of high compression rosters is emerging as an issue impacting on mental health in the research (e.g. Lifeline). Currently we are hearing that some companies are moving employees from more family friendly to higher compression rosters, for example a 3 and 1 roster changing to a 4 and 1 and this is not a matter of employees ‘choice’, but rather the company’s response to we assume the economic downturn. Equally if someone said they wanted to work 18 hour days for the financial benefits we would say this is unacceptable for health and safety reasons, so why would we not limit the high compression roster for the same reasons.

 

It is however great to see the support for strengthening FIFO and residential communities and accommodation options.