FIFO Salaries Australia: Pay by Role, Roster and Experience
There is no single FIFO salary: FIFO describes where and how work is organised, not the occupation. Use FIFO jobs from Perth to compare like roles, then separate base pay, rostered hours, overtime, allowances, superannuation and non-cash inclusions.
Last fact-checked: 29 August 2026. Employment, visa, pay and professional-program rules can change; verify the linked primary source before acting.
| Factor | What it means |
|---|---|
| Occupation | A qualified electrician, machine operator, nurse, chef and utility worker have different classifications and labour markets. |
| Roster | A 2/1 worker is rostered on site for a different share of the year than an 8/6 or 2/2 worker. |
| Rate basis | Hourly, day-rate and annualised packages cannot be compared until hours, leave and overtime treatment are known. |
| Package | Check whether superannuation, bonuses, flights, meals, accommodation and site allowances are included or additional. |
Roster changes the denominator
A salary figure only becomes meaningful when divided by expected annual hours and days away. Two jobs with the same annual pay may produce very different effective hourly rates and home time.
Ask for ordinary hours per shift, expected overtime, paid travel treatment and whether the roster is guaranteed. Use the roster guide to calculate approximate cycles per year and site days, while recognising mobilisation and leave can alter the result.
Skill and responsibility drive pay
Higher rates are often attached to licensed trades, scarce technical skills, supervisory accountability, complex equipment, remote clinical responsibility or production-critical experience—not FIFO status alone.
Entry-level camp services and traineeships can provide site exposure but should not be benchmarked against qualified operator or trade packages. Review the dedicated FIFO-worker salary guide and the applicable award or enterprise agreement where known.
Read advertisements defensively
Clarify whether a quoted figure includes super. For casual work, determine whether loading and penalties are already embedded. For a day rate, ask what happens when a shift exceeds ordinary hours or mobilisation is delayed.
A non-cash benefit has value but does not replace wages. Meals and accommodation on site may reduce spending during swings; they do not make all home costs disappear.
Annualise an hourly or day-rate offer
Start with paid hours per shift, shifts per roster cycle and expected cycles per year. Separate ordinary hours from overtime only according to the governing instrument or contract. Then add fixed allowances and realistic variable payments. Do not multiply a peak week by 52 when the roster includes weeks off, unpaid gaps or only intermittent shutdown assignments.
For a day rate, ask how many hours the day covers, whether mobilisation and demobilisation are paid, and what happens during weather or operational delays. For an annual salary, ask whether reasonable additional hours, site allowance and travel are absorbed. Keep super outside the comparison unless every figure is explicitly a total package.
Value roster time as well as money
Count approximate nights away, travel days and usable days at home. An even-time roster can provide more home time while a longer-on roster can raise annual hours. Neither is inherently better: caring responsibilities, partner schedules, health, commute to the airport and tolerance for consecutive shifts change the value to the individual.
Compare the effective hourly rate after expected hours, but do not pretend every non-working day is ordinary leisure. Recovery, travel disruption and household catch-up use time. This does not make FIFO unattractive; it makes the comparison honest and helps prevent choosing a roster from salary alone.
Separate role progression from roster premiums
Pay can increase through a trade qualification, equipment competency, supervisory responsibility, technical scarcity or experience on complex operations. A different roster may increase annual earnings without improving the underlying occupational rate. Identify which component is portable to the next employer.
Ask what training and progression are actually available. A lower initial package with verified development may outperform a short casual premium for some candidates, while an experienced specialist may rationally optimise rate and roster. The right comparison follows the worker's stage and evidence.
Keep a written comparison
Place offers in one table with occupation, level, employment type, roster, shift hours, annual hours, base, overtime, allowances, super, bonus, flights and leave. Add the source date and unresolved questions. This prevents a memorable headline from outweighing less visible conditions and gives the employer a precise basis for clarification.
Keep the final comparison conservative: uncertain bonuses belong in a separate scenario, not guaranteed income. Recalculate when the roster, shift length or employment type changes.
A practical action plan
- Compare the same occupation and experience level.
- Convert each offer to estimated annual on-site hours.
- Separate base pay, overtime, allowances, bonus and super.
- List roster days away and travel obligations.
- Check the contract and industrial instrument before relying on a headline number.
Common mistakes to avoid
- Comparing a 2/1 salary directly with a 2/2 salary.
- Treating total package including super as cash salary.
- Assuming all hours above 38 automatically receive overtime without checking the instrument.
- Using one viral salary claim as the rate for an occupation.
Continue this topic
- What Does a FIFO Utility Do? Duties, Pay and Entry Requirements
- Your First FIFO Swing: Packing List, Medical and Site Checklist
Frequently asked questions
What is the average FIFO salary?
A single average hides occupation, skill, hours and roster differences. Compare a specific role and package instead.
Does FIFO always pay more?
Not necessarily after adjusting for long shifts, time away and qualifications. Some roles carry remote or roster premiums; others do not.
How should I compare two offers?
Calculate expected annual hours and days away, then itemise cash pay, super, overtime, allowances and roster certainty.