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Rostering around the world.

Workforce rostering globally.

What if your country regulated work at 40 hours per week (no more and no less), maximum 8-hour shifts, and overtime restrictions which can only be used in extreme situations for your shiftwork operation, and then only for short periods?

Orkest regularly design rosters for companies in the APAC region, and beyond.  In just the last few months we’ve assessed work hours arrangements across Australia, PNG, Philippines, Vietnam, New Zealand and even Tasmania (they’re overseas aren’t they?).

The legislative requirements in work hours and safety regulations, and the differing workforce preferences between countries (and industries) makes life interesting when developing alternate work arrangements for our client organisations.

In Australia, the myriad of award, agreement, employment contracts and legacy arrangements impact on the possible outcomes.  Depending on the industry, this includes a range of average weekly work hours combinations including:

  • 38 ordinary hours standard in the NES
  • 35 ordinary hours in coal and stevedoring
  • 36.25, 36.75 or 37.5 hours in the public service
  • 40 hours under salary or contract arrangements
  • 42 hours (plus handovers) for standard 4 crew, 24/7 environments
  • 50+ hours in construction with a standard 6-day week
  • 44 to 56 hours (plus handovers) in FIFO mining, energy and resources.  This generally reduces to between 42 to 48 hours in Residential environments
  • Whatever hours the part time or flexible work arrangements have been agreed to with the employee

The shift lengths for full time workers can vary  7.5 to 12 hours (and 14 hours for the Fire Services who can sleep on their night shifts) although we have a prevalence for 8 and 12-hour shifts in 24-hour environments because they divide easily into the length of the day (other shift length combinations are possible, so get in touch and we can show you how).

In New Zealand, employment agreements must fix the maximum number of hours to be worked at no more than 40 per week (not including overtime) unless the employer and employee agree otherwise.  If the maximum number of hours (not including overtime) are less than 40, the employer and employee must try to fix the hours so they are worked on no more than five days of the week.

Typical PNG working hours are 42 hours per week, but higher hours are regularly worked in the mining operations.  Standard accruals are for 14 days leave and 6 paid days sick leave per year.

Orkest Consulting has also been advising a company located a little further afield in the Balkans.  The Labour Laws in this region require:

  • Standard working week consists of 40 hours (averaged across the year)
  • 8 hour shifts per day
  • All meal breaks are unpaid with a minimum of 30 minutes (regardless if you are a shiftworker)
  • Maximum 52 hours worked in any given week Monday to Sunday – therefore a maximum of 6 x 8-hour shifts in a week
  • Weekly rest period of at least 24 hours (usually granted on Sundays)
  • Overtime only in extreme situations, force majeure, or unusually high workload
  • Maximum of 8 hour overtime in any given week
  • But if you work overtime for 3 weeks in a row, or for any 10 weeks in a given year, it must be reported to the authorities
  • 4 days off per year (2 are paid) for Religious events or celebrations and the employer must grant these.  Given the range of religious beliefs in the workforce this can lead to some wildly fluctuating staff levels on certain days of the year
  • At least 20 working days of paid holiday per year, but a maximum of 30 working days of paid holiday.  A worker may take his holiday in two parts, where the first part must be of at least 12 consecutive days in the calendar year for which the annual leave is granted

Until recently 12-hour shifts were non-existent in the region, and their limited use now is being closely monitored.   As an added safe-guard for employee wellbeing, the maximum hours worked in any given week Monday to Sunday, is reduced to 48 hours if using 12-hour shifts.

Combine all of the above with the fatigue elements of long commutes each day (up to 1.5 hours each way) and a lot of the traditional rosters used for 24/7 coverage are non-compliant.  Especially for any of the usual Expat style rosters.

Orkest were able to provide insight into what was possible and create working arrangement solutions that considered the whole picture – from health and safety considerations, operational requirements and employee preferences, to market disruptors and new technologies.

By using these 5 key considerations, you can develop work arrangements that are both fair and equitable, and can balance the needs of people and the business.

So what are some of the different work hours limitations that you’ve encountered that have made designing shiftwork rosters more complex?

The role of the workplace has changed and will continue to evolve. As we move towards more flexible working models whilst navigating economic pressures, meeting the whole of business demands has never been more challenging.

Contact the Orkest Consulting team to explore how alternate roster and work hours arrangements can find the balance between what’s good for people, for business and your future – all at the same time.

Orkest is an expert workforce planning and design consultancy, specialising in roster optimisation. 

Drawing on two decades of advisory across Australia and the Asia Pacific, we’re helping organisations solve their most crucial workforce challenges by finding balanced solutions that are good for business and good for people.

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