A 24 hour roster has to cover 168 hours a week, which at an average of 38 hours a person takes more than four people for every position before anyone takes leave. This guide is for plant and warehouse managers in Victoria who are sizing crews for round-the-clock cover. It shows the arithmetic, what the Manufacturing and Associated Industries and Occupations Award 2020 says about continuous shiftwork and where casual and labour hire cover fits.
The 168 hour problem for a 24 hour roster
A week has 168 hours (7 days of 24 hours), so a position staffed every hour of the week needs 168 hours of people. The Manufacturing award averages continuous shiftworkers' ordinary hours at 38 a week (clause 17.3(c)), and 168 divided by 38 is about 4.4. That is arithmetic, not a benchmark, and it is the starting point for any 24/7 roster.
The arithmetic for one post
Here is an example with illustrative numbers. A packing line needs 6 people on it every hour of the week, which is 6 positions times 168 hours, or 1,008 hours of cover. At 38 hours each, 1,008 divided by 38 is about 26.5, so the line needs 27 people before leave, training or absence. Four crews of 6 would be 24 people, who supply 912 hours and leave 96 hours of the week with nobody on the line.
Why four crews is not always enough
Four crews feel natural, but four crews working 38 hours each supply 152 hours per position, which is 16 short of 168. Four crews on a 4 on 4 off pattern of 12 hour shifts average 42 hours each and reach 168 exactly, but only if the award or agreement allows those extra hours, which a separate guide on 12 hour shift rosters covers. Closing the gap at 38 hours takes a fifth crew, relief staff or overtime, and each choice has a cost in people or fatigue.
Continuous shift crews also need recovery built in. WorkSafe Victoria's work-related fatigue guide for employers, available through its fatigue guidance, lists keeping sequential night shifts to a minimum, with no more than three nights in a row where possible. It also lists an adequate period of non-work after a sequence of nights, with a minimum of two nights recommended. Fatigue controls for seasonal peaks are covered in a post on seasonal 24/7 shift safety.
What the Manufacturing Award says about continuous shiftwork
Clause 17.3 of the Manufacturing Award 2020 sets the rules for continuous shiftworkers. The award covers employers throughout Australia of employees in the Manufacturing and Associated Industries and Occupations who are covered by the classifications in the award (clause 4.1), so check which award or enterprise agreement covers your people before you rely on it. Check the award for shift loadings and pay.
- Definition (clause 17.3(b)). In the Manufacturing award, continuous shiftwork is work carried on with consecutive shifts throughout the 24 hours of each of at least 6 consecutive days, without interruption except for breakdowns, meal breaks or unavoidable causes beyond the employer's control.
- Hours (clauses 17.3(c) and 17.3(d)). Ordinary hours average 38 a week inclusive of meal breaks and must not exceed 152 hours in 28 consecutive days. A 20 minute meal break on each shift counts as time worked. Ordinary hours are not to exceed 8 per shift unless otherwise agreed under clause 17.5.
- Longer averaging (clause 17.3(e)). By agreement between the employer and the majority of employees concerned, the 38 hour average can be reached over more than 28 consecutive days, up to 12 months.
- One shift in 24 hours (clause 17.3(f)). Except at the regular changeover of shifts, an employee must not be required to work more than one shift in each 24 hours.
Clause 17.3 does not apply to vehicle manufacturing employees covered by clause 4.8(a)(xi) of the Manufacturing award (clause 17.3(a)). Their rules are in clause 50.1 of that award.
Not every site runs under the Manufacturing award. Under the Storage Services and Wholesale Award 2020, shift employees' ordinary hours may be worked between Monday and midnight Friday, and may include Saturday and Sunday subject to agreement between the employer and the majority of employees in the workplace or a section of it (clause 20.3(c)). Continuous seven-day cover under the Storage award therefore depends on agreement, and the Manufacturing award's continuous shiftwork rules apply only to people covered by that award.
Cover for leave, training and absence
Leave, training and absence take people off the roster, and every hour they take has to be covered or the position goes empty. WorkSafe Victoria's fatigue guide lists using workforce planning to schedule leave and other commitments such as training, and having a process for managing unplanned absences. The post on warehouse headcount from volume shows how to turn hours into heads, including an absence allowance. Apply that method to your 168 hour total, using your own leave, training and absence records.
Where casual and labour hire cover fits
Casual and labour hire cover fills the gaps a permanent crew structure leaves: planned leave, training weeks, an unfilled position or a short peak. It does not replace the crews behind the roster. How much of the mix should be permanent, casual or labour hire is covered in a post on the permanent and flexible mix.
Chandler Personnel is available 24 hours a day because blue collar staffing changes hour to hour, and it runs site inductions on behalf of clients. Before a night shift, tell the provider the skills, licences and induction the position needs. For plant roles, start with manufacturing and production labour hire, and request staff once you know which hours are uncovered.
Related Resources
- Manufacturing and production labour hire
- Request staff
- Seasonal 24/7 shift safety
- Warehouse headcount from volume
- Permanent and flexible mix
- Manufacturing Award 2020
- WorkSafe fatigue guidance
Common Questions About a 24 Hour Roster
1. How many people do I need to cover a 24/7 shift?
One position staffed every hour needs 168 hours of people a week. At an average of 38 ordinary hours each, 168 divided by 38 is more than four people per position before leave, training or absence. There is no standard crew count, because it depends on how many positions must be filled every hour and on your own award or agreement.
2. What is continuous shift work?
In the Manufacturing and Associated Industries and Occupations Award 2020, continuous shiftwork is work carried on with consecutive shifts throughout the 24 hours of each of at least 6 consecutive days (clause 17.3(b)). Other awards and enterprise agreements may define it differently, so check the one that covers your people.
3. How many hours can a continuous shift worker be rostered for?
Under the Manufacturing award, ordinary hours of continuous shiftworkers average 38 a week and must not exceed 152 hours in 28 consecutive days, with no more than 8 per shift unless otherwise agreed (clauses 17.3(c) and 17.3(d)). Averaging over a longer period, up to 12 months, needs agreement (clause 17.3(e)). Check your own award or agreement.
4. How do I cover annual leave on a 24 hour roster?
Add the hours that leave takes to your 168 hour total, then decide which gaps relief staff, casuals or labour hire will fill. WorkSafe Victoria's fatigue guide lists using workforce planning to schedule leave and other commitments such as training, so put leave dates on the roster early. Use your own leave records for the numbers.
5. Can labour hire cover a night shift crew?
Often it can fill gaps in a night roster, such as leave or an unfilled position. Whether a provider can supply a full night crew is a question for that provider, so ask it directly. Tell the provider the skills, licences and induction the shift needs, and say which hours are uncovered.
Cover 168 hours, then add the gaps
A 24 hour roster starts with 168 hours of cover for every position, which at an average of 38 hours a person is more than four people before anyone takes leave. Divide your own hours by the average in your award, then add leave, training and absence from your records. Next, write the number of people against the number of hours and see where the shortfall falls, because that is where casual and labour hire cover goes.
