What is the best fifo roster in Africa ?

In the dynamic African mining sector, Fly-In-Fly-Out (FIFO) rosters are an essential strategy for mobilising skilled workforces across remote and often challenging terrains. With mining sites spread across countries such as Mali, Ghana, Guinea, the DRC, and South Africa, FIFO schedules play a central role in balancing the operational needs of the mines with the realities of mobilising national and expatriate talent. Determining the right FIFO roster in Africa goes beyond logistics—it requires careful consideration of workforce well-being, family commitments, and the unique cross-continental travel times often involved.

Understanding FIFO Rosters in Africa

FIFO rosters are designed to maximise productivity during site rotations while allowing sufficient recovery time for employees. In Africa, they must also adapt to additional complexities such as long-haul intercontinental travel, varying infrastructure quality, and regional labour laws. Common rosters used across African projects include:

• Even-Time (e.g. 28 days on / 28 days off, a particularly attractive option 
• 8 weeks on / 2 weeks off (common during major construction and commissioning phases)
• 6 weeks on / 3 weeks off (widely used for expatriate contracts across African jurisdictions)
• 4 weeks on / 2 weeks off (popular balance between operational coverage and rest)
• 2 weeks on / 1 week off (increasingly used for regional hires within Africa)
• 8 days on / 6 days off (more common for national staff near regional hubs, e.g. South Africa)

During project peaks—such as mine construction, shutdowns, or commissioning phases—longer temporary rosters are often negotiated, though these are balanced against the risks of fatigue and retention.

Candidate Considerations in the African Context

When advising candidates for roles across African mining operations, several factors should be weighed carefully:

• Family and Personal Life: Candidates must realistically assess how long they can be away from home, especially when sites may be located thousands of kilometres from their point of hire.
• Well-Being: Long stretches in challenging African environments can impact mental and physical health. Fatigue management and rest breaks become essential.
• Travel Time: Flying from hubs such as Perth, London, or Johannesburg to remote African sites can include long layovers, charter flights, and extended ground transport.
• Travel on Work vs. Personal Time: With intercontinental travel, whether rotations include travel days as work time is a significant negotiation point.
• Class of Travel: Some companies flying talent from Europe, North America, or Asia may offer business class for long-haul legs, while others adhere strictly to economy.

Client Considerations for Africa-Focused FIFO Rosters

Mining contractors and operators in Africa face unique workforce management challenges. An effective FIFO roster for this region requires:

• Operational Efficiency: Roster design must align with production targets while accounting for intermittent logistics including regional flight availability.
• Flexibility: Providing multiple roster options helps attract and retain critical skills in competitive labour markets, particularly where other companies may offer shorter rotations.
• Communication: Open dialogue about roster expectations is vital, especially when expatriates and national staff are subject to different mobility realities.
• Cost Control: African rosters often involve costly international flights. Workforce plans must reflect worst-case travel costs if expatriates are hired from distant regions.
• Coverage: Roster misalignment can leave critical roles uncovered. Careful planning is necessary when candidates negotiate different rosters for acceptance.
• Health & Safety: Harsh climates, infectious disease risk, and limited medical facilities mean that health checks, wellness programs, and mental health support become even more important in Africa.
• Continuous Improvement: Regular reviews with both expats and local hires can highlight adjustments needed to remain competitive and sustainable.

Conclusion

Designing the “right” FIFO roster in Africa is as much about human factors as operational ones. While longer rosters may appear more lucrative, the true financial advantage often depends on the employee’s home base (e.g., Australia-based professionals working in West Africa on USD compensation). For national hires, shorter rosters that align with regional mobility trends are often more sustainable.

In Africa’s competitive mining market—where operators must attract both international expertise and local talent—a well-structured FIFO system is a strategic advantage. By prioritising flexibility, transparent communication, and employee well-being, mining companies can build rosters that support productivity without undermining long-term retention.

If your mining company is seeking to design or optimise its FIFO roster strategy and travel policy in Africa, we can help. From workforce mobility planning and expatriate rotation design to cost-effective travel solutions, our expertise enables mining operators to attract, retain, and support top talent while achieving operational efficiency.

Get in touch with us today to explore how we can support your operations across Africa.