FIFO Rosters Explained: 8/6, 2/1, 2/2 and Lifestyle Trade-offs

A FIFO roster describes the repeating pattern of days at site and days away from site. “8/6” means eight days on and six days off; “2/1” usually means two weeks on and one week off. The roster is one of the most important details to compare when browsing FIFO jobs from Perth, because two roles with the same salary can demand very different amounts of time away.

Last fact-checked: 27 August 2026. Fees, wage rates and regulatory requirements can change. Follow the linked government source before paying or applying.

Roster time comparison

8/6  57.1%

2/1  66.7%

2/2  50.0%

Jobs In Perth calculation: rostered on-days divided by total cycle days. It does not include travel days, annual leave, training or roster changes and is not a measure of paid hours.

Roster	Cycle	Nominal on-site days per 365 days	Main trade-off
8/6	14 days	About 209	Shorter blocks away, but more frequent travel and handovers
2/1	21 days	About 243	More time on site and a longer separation block
2/2	28 days	About 183	Equal time away and home, with longer stretches in both settings

The annual figures are mathematical approximations, not promised working days. A 2/1 roster can be expressed as 14/7; individual employers may use different changeover arrangements.

What 8/6 feels like

An 8/6 pattern has relatively short blocks at site and home. That can make routines and family contact easier than a longer swing, but frequent flights may consume part of the first or last day off. Ask whether travel occurs in company time, where the point of hire is and whether delays change the paid period.

What 2/1 feels like

A 2/1 roster spends two-thirds of its nominal cycle on site. It can suit workers prioritising concentrated earnings or project experience, but it creates a longer absence and less recovery time relative to days worked. Do not assume it pays more without comparing ordinary hours, overtime, allowances, superannuation and annualised salary terms.

What 2/2 feels like

A 2/2 roster splits the nominal cycle evenly. The extended time at home can help with travel, study and family planning, while two consecutive weeks at site can still be demanding. “Even time” does not automatically mean low fatigue: shift length, night work, job demands, sleep quality and travel also matter.

What the WA evidence says

A major UWA research program commissioned by the WA Mental Health Commission surveyed or interviewed more than 3,000 FIFO workers and partners. It identified FIFO workers and partners as an at-risk group for mental ill health, while finding that short and even-time rosters, permanent on-site accommodation and social activities could be beneficial. Work autonomy, supervisor and team support, employment type, bullying and stigma also mattered.

This does not prove that one roster will cause a particular outcome for every worker. It does show why roster choice cannot be reduced to salary. WorkSafe WA's FIFO mental-health code calls for employers to identify and control psychosocial hazards, support intervention and recovery, and create an environment that promotes health and wellbeing.

Questions to ask before accepting a FIFO role

• What is the exact roster, swing length and shift duration?
• Is it days only, nights only or rotating days and nights?
• Is travel included in paid time, and what is the point of hire?
• Can the roster change during shutdowns, mobilisation or peak production?
• Is accommodation permanent or will rooms be reassigned between swings?
• What phone coverage, recreation, mental-health and medical support exists?
• What part of the package is base salary, overtime, site allowance, bonus and super?

Compare remuneration through the FIFO worker salary guide, then look at current mining jobs across Western Australia. A high annual figure can be less attractive when it buys substantially more time away, longer shifts or an unstable contract.

Red flags in an advertisement

Be cautious when a listing says only “FIFO roster” without the pattern, shift length, departure city or project location. Other warning signs include paying for recruitment, a personal email address with no verifiable company, vague medical or identity requests before interview, and a salary that cannot be reconciled with the stated employment arrangement.

Sources and calculation method

• WorkSafe WA: Mentally healthy workplaces for FIFO workers—code of practice.
• UWA: Impact of FIFO work arrangements on mental health and wellbeing, 2018.
• Cycle percentages and annualised days are Jobs In Perth calculations from the roster names. They are illustrative and rounded to the nearest whole day.

Calculate roster cycles across a year

An 8/6 pattern contains a 14-day cycle, a 2/1 pattern a 21-day cycle and a 2/2 pattern a 28-day cycle. Divide the year by the cycle length for an approximation, then multiply by rostered site days. This is a planning estimate only: annual leave, mobilisation, shutdown length, training and operational changes affect actual days.

Next add shift length and travel. Two rosters with similar site days can create different total hours or usable home time. Ask whether travel occurs on a rostered work or rest day and whether day and night shifts rotate. Put the answers beside salary and allowances before comparing offers.

Review the roster after real experience

Track sleep, fatigue, recovery, household pressure and spending for the first several cycles. A pattern that appears attractive on a calendar can feel different after repeated early flights, night shift or only a short recovery window. Discuss problems early with the employer's support and fatigue channels.

Roster preference can change with health, relationships or caring responsibilities. Review it without treating a change as failure. A sustainable even-time role may be worth more than a larger package on a pattern that the worker cannot maintain safely.

Cluster links and metadata last reviewed: 29 August 2026.