Offshore Safe Weight Limit: managing workforce impacts as implementation begins

The number of offshore workers expected to be affected by the new Safe Weight Limit (SWL) has fallen sharply, but the issue has not gone away. Recent industry reporting suggests that around 300 workers are still expected to exceed the 124kg clothed weight threshold when the policy comes into force on 1 November 2026. Whilst that is a significant reduction from earlier reported estimates of up to 5,000 workers, for those who remain affected, and for the employers who rely on them, the practical and legal challenges remain very real.

As we previously reported, from 1 November 2026 a new 124kg clothed weight limit will apply to offshore workers. Introduced by Offshore Energies UK (OEUK), the policy is designed to ensure emergency rescue and evacuation operations can be carried out safely within the operational limits of helicopter winch systems. 

The key question is not simply whether someone can perform their role safely in normal conditions, but whether they can be rescued safely if something goes wrong. A fit and muscular worker may still require stretcher evacuation following an accident or sudden illness. The weight limit addresses the capabilities of rescue systems, rather than making a judgment about an individual’s general health.

Although failure to comply with the OEUK policy is not a standalone criminal offence, employers and installation duty holders cannot ignore the safety risks it identifies. A failure to adequately assess and control those risks, or to maintain appropriate evacuation and rescue arrangements, could amount to a breach of existing health and safety legislation and lead to enforcement action or prosecution.

With the implementation date now only days away, employers should ensure that:

• mobilisation processes are capable of identifying issues at the earliest opportunity;
• managers and HR teams understand the appropriate response when a worker exceeds the limit;
• occupational health and employee support arrangements are in place;
• any decisions and their rationale are documented; and
• individual circumstances are considered carefully alongside operational and safety requirements.

Employers should also be mindful of the wider implications of the policy, including workforce planning and the handling of sensitive health data.

The lower than expected numbers may make the issue more manageable, but individual cases are unlikely to be straightforward. Employers with affected workers will still need to navigate potentially difficult conversations and individual circumstances, while ensuring that a policy introduced for safety reasons is applied consistently and fairly.

We have continued to support clients through this policy change. Our employment team and health & safety team are here to answer any of your queries. Please get in touch if we can help with your approach to this change, whether that be HR responses or any safety related queries.

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