Over the past five to six years, wages for long-standing employees across BHP’s iron ore operations have remained largely stagnant and this wage stagnation has occurred despite consistent corporate growth and rising living costs in regional and remote areas. In contrast, new hires are being offered higher rates to attract them to site, often creating a two-tiered workforce where experience is undervalued and equity is undermined.
This pay disparity is fuelling frustration on the ground and in conversations with members and non-members alike, the feedback is consistent: there is a growing appetite for structured, transparent, and enforceable conditions that only a collective agreement can provide. The WA branch is actively working to transition workers currently on individual contracts back into EBAs – agreements that offer long-term certainty, industrial protections, and a framework for fair progression.
One of the most raised issues during site visits is the absence of a clear classification structure. Workers, particularly electricians, are seeking a system that sets out defined levels based on skills, qualifications, and experience. The current lack of clarity means many workers feel they are being arbitrarily capped, with no clear pathway to career or wage progression.
A robust classification schedule is not only a matter of fairness – it is a tool for transparency and professional development. Workers want to understand what is required to move up, how additional responsibilities will be recognised, and how their earnings can grow in line with their capabilities. This is a core focus of the ETU’s bargaining agenda across the Pilbara.
Compounding the issue of wage stagnation is the matter of substandard shift allowances. Despite the physical and psychological demands of FIFO work, current allowances fail to reflect the reality of extended rosters, isolation, and time away from family. The financial burden of being a FIFO worker – coupled with broader cost of living pressures – requires meaningful compensation.
Members have also raised concerns about the lack of support for mental health, inconsistent fatigue management practices, and the absence of practical recognition for the lived impact of remote work. These are systemic issues, and the solution lies in enforceable collective conditions – not arbitrary policy statements or HR initiatives.
While BHP makes public commitments to investing in local communities, the experience on the ground paints a different picture. Many workers and residents report minimal tangible investment in local infrastructure or services. High housing costs, limited healthcare options, and lack of educational support remain unresolved issues in many towns across the Pilbara. The sense among members is that communities are being used to support operations but without appropriate investment, a sentiment that continues to surface in meetings and regional visits.
To support this work, the WA branch has expanded its presence in the Northwest with a dedicated team of organisers. Brant Softley, Lead Organiser, is stationed in the region full-time and provides consistent coverage across sites. Kevin O’Donnell and Aidan Coomey operate on a 2-on, 2-off FIFO roster, ensuring regular engagement and follow-through on industrial matters. This structure ensured the Branch can maintain direct contact with members, respond to issues in real time, and build momentum towards re-establishing collective agreements.
While most workers are open to union involvement, a small number still express hesitancy, often based on negative perceptions formed during the industrial disputes of the 1980s and 1990s. We acknowledge this legacy, but it no longer reflects the ETU of today and the overall sentiment is clear – despite what the media has been selling, workers want unions back in the Pilbara.
The union’s focus is not on past battles, but on delivering practical, achievable outcomes for members in the current industrial climate. ETU WA is building agreements that reflect modern expectations, professionalism, equity, and security. The groundwork is well underway, and we are receiving consistent, constructive feedback from members that is shaping our strategy.
Support for returning to collective agreements is growing, and it’s only a matter of time before we reach a critical point of engagement with the major employers. Whether that’s a collaborative path or a confrontational one, that will ultimately be up to them but the ETU will always back in members in their fight to win better.