The current challenges facing the oil and gas industry have led to numerous initiatives and proposals to both reduce cost and increase efficiency.
This is all against a dramatic collapse in the commodity price in a very short period of time.
Changes to rota systems have been put forward by many employers in the sector which in some cases have been a cause of potential dispute and threatened industrial action by the workforce.
There are many variants which operate in the North Sea currently, including two weeks on/three weeks off; two weeks on/two weeks off; and in some cases three weeks on/three weeks off.
From the viewpoint of cost saving and efficiency, the three week on/three week off rota is seen by many employers and operators as the optimum.
If this involves a change from a two weeks on/three weeks off rota, then it will also usually result in a reduction of crew.
Significant savings come from reduced helicopter flights and logistics but implementing the changes requires several considerations.
Firstly, the change in rota may also involve a change to terms and conditions of employment. This will be dependent on each situation and the particular contract.
If a change to contract terms is required, then employers also must embark on a collective consultation process which has minimum timings being either 30 or 45 days depending on the number of employees impacted.
There are specific regulations impacting on working hours, rest breaks and holidays. The Working Time Regulations specify a maximum number of average working hours, which for offshore workers is 48 per week averaged over one year.
Employees may decide voluntarily to opt out of that maximum number of hours. Also, the workforce can, at any time, opt back in and insist on the maximum average.
The employer must assess whether the change in the working pattern will impact on the maximum number of average working hours.
Any change to working practices must also address potential health and safety implications.
Although a three on/three off schedule is currently adopted in the North Sea in some cases and also in other parts of the world, concerns have been expressed by trade unions that a wider move to this schedule could result in excessive fatigue and compromise safety.
The employer is under a duty to fully risk assess the impact of any change to rotas and consider how any risks – such as fatigue – can be managed if they arise.
Supervisors and managers may need guidance to help them identify signs of fatigue and be provided with advice on how to manage the risks.
There may be periods of the night where considering fatigue as part of a task risk assessment should be mandatory practice.
Employees should also be encouraged to report honestly to their supervisors if they feel fatigued. A fatigue management procedure need not be complex and guidance on how to carry out an assessment and identify the risks is readily available.
The risk arising from helicopter flying is of great concern to the workforce as these flights are an essential aspect of offshore working. A change to a three on/three off rota will result in a reduction in total helicopter flights for workers, reducing their exposure to this risk.
The industry faces very challenging times and whilst cost reduction and efficiency are important for survival, employers must ensure that changes that are implemented comply with the health and safety regulatory regime.
These issues should be addressed in a mutual way between employers, industry, trade unions and the workforce through workplace consultation.
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