Vote no to the bhp 7/7 roster
BHP is pushing to introduce a 7/7 roster across its three open-cut pits, Goonyella Riverside, Peak Downs and Saraji, which currently operate under the BMA EA 2022. Last year, they ran a vote at Goonyella Riverside, combining the Coal Mining and Prestrip into a single voter roll, despite operating in different areas of the mine and different hours of work. The MEU completed our own survey which found that while the majority of Prestrip supported the 7/7 roster, most of the Coal Mining workers did not. In the BMA’s vote, 54% of workers opposed the 7/7 roster with 46% in favour. However, because the ‘No’ vote was over 30%, BHP proceeded with a trial of the roster.
Why should members vote no to 7/7?
Working a 7/7 roster might seem appealing at first, but there are serious downsides that could impact your working conditions, earnings and quality of life. Here’s why you should consider voting NO:
Hot Bedding & Camp Conditions: With the entire workforce on the same roster, BMA has the ability to introduce hot bedding, a practice where workers on opposite shifts are required to share the same room. This means you could finish a long shift only to return to a bed that was just occupied by someone else, impacting your rest, privacy, and overall well-being.
Under the company’s current proposal, existing employees already in camps would have their current accommodation conditions grandfathered, meaning they can keep their own rooms. However, any new employees coming into the camp would be forced to share rooms. This two-tiered system creates an unfair divide between workers and sets a dangerous precedent for the erosion of conditions over time. All workers deserve proper accommodation that supports their health, safety, and performance—not a downgrade in living standards.
Less Overtime, Less Money: A 7/7 roster introduction means fewer available overtime shifts each month, directly reducing your take-home pay.
Health Risk: Extended rosters with seven-night shifts have been documented to potentially link to serious health concerns, including lower immune function, metabolic issues, cardiovascular and respiratory problems, reproductive and menstrual disruptions, poor mental health, and increased risk of cancer.
BMA Wants It More Than You Do: If the company pushes this hard for the 7/7 roster, why should we accept it without a pay increase or better conditions?
Restrictions on Travel & Personal Freedom: Under QLD QGN16 fatigue management guidelines, BMA could force workers onto company-provided buses instead of allowing private transport. Workers who drive themselves must return to camp and observe a four-hour rest period before returning home, effectively turning a 7/7 into a 9/5 roster. Bus scheduling also impacts the ability to leave the site unexpectedly for family emergencies etc.
The bigger picture
A 7/7 roster doesn’t just affect the individual workers, it threatens the future of local mining communities like Dysart and Moranbah. As more people move away, these towns will struggle to survive. Meanwhile, BMA’s fatigue guidelines encourage camp living, pushing workers away from residential communities and further isolating them.
What happens if we stop the vote?
Voting NO sends a clear message: the power belongs to the workers, not the company. If we hold strong, we can force BHP to negotiate in good faith, rather than allowing them to steamroll through the changes that only benefit them.
what will we fight for?
If we succeed in stopping this vote, we will demand:
Voting per workgroup: Ensuring departments that don’t want 7/7 aren’t forced into it.
Fair Compensation: For any roster changes including, early finish on final shift for safe independent travel, guarantees that hot bedding won’t be introduced and financial compensation for lost overtime opportunities.