MEGT says it’s time for employers in the oil and gas industries to embrace the benefits and opportunities apprenticeships offer, and to find the right person for every opportunity.
As the demand for clean energy solutions escalates, businesses in the oil and gas sector face an increasing need for skilled workers. As Australia’s single largest Apprentice Connect Provider, MEGT specialises in bridging gaps between businesses and talented candidates, empowering organisations to fill workforce gaps and foster a culture of growth, staff development, diversity and innovation.
Recruiting new talent or upskilling existing staff: The choice is yours
Apprenticeships offer a strategic advantage for businesses looking to build or upskill their workforce and can help an organisation increase productivity, introduce new ideas to the workforce, transfer knowledge, address skills shortages and boost staff retention, according to MEGT state manager Blake Wallace.
“The organisations we work with are very conscious that as new technology emerges, and new skills are required, they need to have the right talent at the ready,” he said.
For the oil and gas industry, which has traditionally faced challenges in attracting and retaining young talent, apprenticeships provide an opportunity to attract and retain new talent.
“Apprentices are invested in their training, and we know that just over half will continue with their employer once they become qualified,” Wallace said.
“We are also seeing many businesses, especially those in Queensland, use apprenticeships as a cost-effective solution to upskill their staff and meet production demands. Right now, most qualifications we are signing apprentices up to are for process plant operations, mechanical engineering and electrotechnology electricians.”
Help is at hand
The remote and offshore nature of many oil and gas operations presents unique workforce challenges. With a slight downturn in the number of apprenticeships in the sector in recent years, MEGT is well equipped to provide support to overcome any roadblocks in the apprentice hiring process.
“For new recruits, employers can register for our free job board and post their vacancies. With thousands of job seekers applying for jobs, employers are almost guaranteed to find suitable candidates for a role,” Mr Wallace said.
“Our teams also work with businesses to design solutions that will develop their entire workforce.”
MEGT’s extensive experience means it is in a unique position to support clean energy employers with a range of free services, including:
- Pre-sign up ‘get ready’ checks. From day one, MEGT identifies the support apprentices and employers may require for the entirety of the apprenticeship
- Efficient sign-up and registration of training contracts. MEGT teams come to you and take care of the administrative requirements
- Tailored mentoring and support services. Tiered support for apprentices and employers when and where it’s needed most
- Expert advice about financial incentives. Experienced MEGT staff explain in detail what your potential eligibility may be, and how to access payments
Financial incentives for employers and apprentices
Designed to support employers which provide quality training opportunities to address national skills shortages, the Australian Apprenticeships Incentive System offers a range of financial incentives, including the Priority Hiring Incentive and Disability Australian Apprentice Wage Support (DAAWS).
The Priority Hiring Incentive supports employers to hire Australian Apprentices in priority occupations, including the clean energy sector.
Eligible employers can claim up to a maximum of $5,000 for full-time apprentices and $2,500 for part-time apprentices in the first year of the apprenticeship. New apprentices may also be potentially eligible for incentives, depending on the qualifications they are undertaking.
Apprentices who start a clean energy qualification pathway may potentially be eligible for the New Energy Apprentice Support Payment of up to $10,000 over the life of the apprenticeship.
This financial support is designed to help both apprentices and clean energy employers looking to gain a competitive edge.
What the future looks like
While the industry longs for an uptick in new workers across the board, the need is no greater than in regional and remote areas, where it can be extremely difficult to attract and retain apprentices.
To help with this, the Federal Government has announced a significant increase to the Living Away from Home Allowance (LAFHA).
From 1 July 2025, first year apprentices will see an increase in LAFHA from $77.17 to $134.05 per week, an additional $56.88. Second year apprentices will see a jump from $38.59 to $67.03, and those undertaking their third year have payments increased from $25 to $43.43.
For more information about how MEGT can help build better workplace teams and getting the most out of existing workforces, visit the MEGT website.
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