Roustabout job description

No formal trade qualification is required to work as a roustabout — it is an entry-level pathway with on-the-job training. However, offshore work requires mandatory safety and medical clearances, including current offshore survival training (BOSIET or HUET) and a valid offshore medical, plus working rights in Australia. Prior offshore, construction or heavy labouring experience is advantageous but not essential.

Roustabouts must hold current offshore survival training — typically BOSIET (Basic Offshore Safety Induction and Emergency Training) or HUET (Helicopter Underwater Escape Training) — and a valid offshore medical confirming fitness for the environment. Confirm the specific certifications and their currency required for your rig or platform before a candidate mobilises offshore.

Mandatory requirements usually include current offshore survival training (BOSIET or HUET), a valid offshore medical, working rights in Australia and strong physical fitness. Preferred qualifications include previous offshore, construction or heavy labouring experience. Avoid over-qualifying entry-level positions, as it narrows your candidate pool unnecessarily.

Yes. Roustabout is an entry-level role and many operators hire and train staff without prior offshore experience, provided they hold the mandatory survival training and offshore medical. Focus on physical fitness, reliability, safety awareness and teamwork. Clear job descriptions help candidates understand the demands of offshore swing rosters and self-select appropriately.

This depends on your workload. Casual roustabouts offer flexibility for short campaigns or variable operations but attract a 25% casual loading under the Hydrocarbons (Upstream) Award — for example, around $35.25 per hour at Entry level for FY2026/27. Permanent part-time or full-time crew provide continuity and stronger retention across swing rosters. Many operators use a mix of both.

Offshore roustabouts generally work swing rosters with day and night rotations, and penalty rates, shift loadings and offshore allowances apply under the Hydrocarbons (Upstream) Award (MA000062) or any enterprise agreement. The exact rates vary, so confirm those that apply to your operation. Use award interpretation software to calculate rates accurately.

A swing roster is a set rotation of days worked on the rig or platform followed by days off — for example, two weeks on and two weeks off — often across day and night shifts. It reflects the remote nature of offshore work, where crew live on the installation during their rotation. Confirm the roster pattern, shift lengths and travel arrangements that apply to your operation.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), hourly rate, applicable award, reporting structure, main duties, swing roster pattern and required certifications such as BOSIET or HUET and an offshore medical. For casuals, include the 25% casual loading. Use our HR software to simplify this process.

Award and agreement rostering rules vary, so confirm the notice period that applies to your business. Because offshore work runs on fixed swing rosters, crew usually have long-term visibility of their rotations. Using rostering software helps you plan swings, manage crew changes and reduce last-minute disruption.

Plan rotations around your operation’s on and off cycles, crew change logistics and each worker’s availability and certifications. Use rostering tools to track hours, monitor certification currency and adjust crew allocations when staff are unavailable. This keeps the installation fully crewed and avoids gaps between swings.

Break entitlements are set by the applicable award or agreement and generally include meal breaks within long offshore shifts. Because roustabouts work demanding 12-hour shifts, set clear break policies and ensure crew record their time accurately. Use time and attendance tools to support compliance.

Collect availability and certification details during onboarding and keep them current. Use HR software and rostering tools to track when each worker can mobilise offshore and when their survival training or medical is due to expire. Clear policies about minimum availability and how to request changes simplify swing planning and reduce crewing gaps.