New Offshore Weight Limits Take Effect on 1 November 2026: What Employers Need to Do Now

The offshore industry is preparing for one of the most significant workforce policy changes in recent years. From 1 November 2026, a new maximum clothed weight limit of 124kg will apply to personnel travelling offshore under the Offshore Energies UK (OEUK) Safe Weight Limit Policy.

From 1 November 2026, offshore personnel whose clothed weight exceeds 124kg will not be permitted to travel offshore and will not be issued with an OEUK medical certificate. In addition, individuals who exceed the weight limit at heliport check in will not be permitted to mobilise, even if they previously held a valid medical certificate.

For employers operating within the offshore, energy, engineering and marine sectors, the change presents important workforce planning, employee relations and HR considerations.

What Is Changing?

The new policy has been introduced following concerns regarding the limitations of emergency rescue and evacuation systems used offshore, including helicopter winching equipment. The policy was introduced after industry review identified concerns regarding the ability of existing rescue and evacuation systems to safely accommodate personnel above specified weight thresholds in emergency situations. Offshore Energies UK (OEUK) concluded that a mandatory 124kg clothed weight limit was necessary because no practical alternative solutions were identified.

The policy introduces:

• A maximum clothed offshore travel weight of 124kg

• Restrictions on offshore medical certification for individuals approaching the limit

• Mandatory implementation from 1 November 2026

• Weight verification processes before offshore mobilisation

During the transition period, offshore workers approaching the 124kg threshold may receive restricted duration medical certificates. This is intended to provide individuals and employers with time to address the potential impact of the policy before its full implementation on 1 November 2026.

The industry awareness phase began in November 2025, with a transition period throughout 2026 designed to give employers and workers time to prepare.

Why Employers Should Be Paying Attention

While the policy has been introduced for safety reasons, its implementation may create workforce planning, employee relations and operational challenges for some organisations.

Employers may need to consider:

• Reduced availability of experienced offshore personnel

• Workforce planning and succession requirements

• Operational disruption where specialist staff cannot mobilise

• Occupational health referrals

• Capability management considerations

• Potential employee relations concerns

How these situations are managed will be just as important as the policy itself.

Avoid Making Assumptions

Employers should be careful not to make assumptions about an individual's capability, fitness or future employment status based solely on weight.

Any decisions affecting deployment, duties or employment should be based on:

• Occupational health advice

• Offshore medical recommendations

• Operational requirements

• Objective evidence

• Consistent application of company procedures

A fair and evidence based approach can help minimise organisational risk and maintain positive employee relations.

Managing Sensitive Conversations

For some workers, this policy may have a direct impact on their ability to continue undertaking offshore duties.

Managers should be prepared to have professional and sensitive conversations covering:

• Offshore medical outcomes

• Workplace support options

• Potential training or redeployment opportunities

• Alternative duties where available

• Review periods and future plans

Poor communication can quickly lead to grievances, workplace conflict or claims of unfair treatment.

Employment Law Considerations

While the Offshore Energies UK (OEUK) Safe Weight Limit Policy has been introduced for safety reasons, employers should carefully consider the employment law implications when managing affected employees.

Employers should avoid making decisions based solely on an employee's weight. Instead, decisions should be based on operational requirements, medical evidence and the individual's circumstances.

In some cases, an employee's weight may be associated with an underlying medical condition. Where this is the case, employers should seek appropriate occupational health advice and consider whether there are any relevant obligations under employment and equality legislation before making decisions relating to deployment, capability, redeployment or continued employment.

Employers should consider:

• Obtaining appropriate occupational health advice

• Assessing each case individually

• Exploring suitable alternative duties where available

• Maintaining clear records of discussions and decisions

• Applying company procedures consistently and fairly

Taking a measured and evidence based approach can help reduce the risk of grievances, discrimination complaints and employee relations issues while supporting compliance with offshore safety requirements.

What Should Employers Be Doing Now?

With implementation approaching, employers should be taking proactive steps.

1. Identify Potentially Affected Employees

Understand which roles may be impacted and whether individuals could face restrictions under the new policy.

2. Review Occupational Health Processes

Ensure there is a clear process for referrals, medical updates and workforce planning discussions.

3. Review Policies and Procedures

Employers should consider reviewing:

• Sickness Absence Policies

• Capability Procedures

• Equality and Diversity Policies

• Occupational Health Procedures

• Employee Handbooks

4. Train Managers

Front-line managers are often the first to receive questions or concerns. Providing guidance now can help ensure consistent and confident management of difficult conversations.

5. Consider Business Continuity Risks

Some organisations may have key personnel who regularly undertake offshore work and whose role may be affected by the new requirements. Employers should consider succession planning, training requirements, resource availability and contingency arrangements to minimise operational disruption.  Early planning can help reduce disruption to operations and project delivery.

A People Issue as Well as a Safety Issue

While the Safe Weight Limit Policy has been introduced for safety reasons, its implementation will inevitably have people management implications.

Employers who focus solely on compliance may overlook important employment, communication and employee relations considerations. Taking a proactive and supportive approach can help organisations navigate the changes while protecting both business operations and workforce engagement.

Preparing for the New Offshore Weight Limits?

With the Offshore Energies UK (OEUK) Safe Weight Limit Policy taking effect on 1 November 2026, now is the time to review your workforce planning, policies and employee communication processes. Employers should ensure they are prepared for the operational and employee relations implications of the new 124kg clothed weight limit.

ABZN Consultancy can support your business with:

• HR policy reviews

• Employment documentation reviews

• Employee relations support

• Capability management guidance

• Manager support and advice

• Workforce planning discussions

Related HR Resources

You may also find these articles useful:

• Employment Rights Act 2025: What Employers Need to Prepare for in 2026 and 2027

• Fair Work Agency: What SMEs Need to Know and How to Prepare

• Flexible Working Requests: What Employers Need to Know

• Is Your Business HR Compliant? 8 Areas Every SME Should Review

How ABZN Consultancy Can Support Offshore Employers

ABZN Consultancy supports offshore, energy, engineering and SME employers across Aberdeen and the North East of Scotland with practical HR advice, policy development and employee relations support.

Whether you need assistance reviewing policies, managing a sensitive workforce issue or preparing for upcoming employment changes, we can help ensure your people processes remain compliant, practical and fit for purpose.

Book your HR Compliance Review with ABZN Consultancy

Protecting Businesses. Supporting People. Enabling Growth.

This article is provided for general information purposes only and does not constitute legal, medical, occupational health or professional advice. Employers should seek appropriate specialist advice in relation to their specific circumstances.