Glencore Townsville workers to strike for better pay

MCA: Skilled migration to reverse mining talent crunch The Minerals Council of Australia (MCA) has outlined a range of programs and reforms to skilled migration policy to reduce a talent shortage in the nation’s minerals industry. In a submission to the Joint Standing Committee on Migration’s Inquiry into the value of skilled migration to Australia, the MCA’s recommendations include fast-tracking permanent residency for in-demand global talent, cutting processing delays and accelerating licensing.MCA chief executive Tania Constable says Australian mining is facing a severe skills shortage. “ threatens our ability to take advantage of growing global demand for critical minerals essential to daily life, the energy transition and defence and bulk commodities such as iron ore and coal,” she said. “Mining is facing a workforce crunch as demand for talent intensifies while nearly half of mining engineers are expected to retire within the next decade, yet hundreds of foreign engineers living in Australia are forced to drive Ubers or accept other work below their level of expertise for a living. “Employing Australians will always be the first priority of the minerals industry. “The industry provides more than 290,000 direct jobs and also creates jobs through supply chains and related industries — totalling around 1.25m jobs in direct and indirect jobs across the country — with projections indicating up to 35,400 jobs are to be added by 2028.” Skilled workers are also delivered through the vocational education and training system which supplies job-ready talent through apprenticeships, traineeships and targeted upskilling programs. Apprentices and trainees made up about 4.4% of the mining workforce for the last 15 years, with almost 11,000 mining apprentices and trainees in training. “At the same time, skilled migration fills urgent workforce needs, complements domestic training and supports long-term growth,” Ms Constable said. “Without skilled migration, mining labour shortages especially in critical and hard to fill specialised roles would put project timelines, export earnings and the broader national economy at risk.” Australian industry is struggling to fill critical roles including mining, geotechnical and processing engineers, metallurgists, geologists, electricians, mine surveyors, diesel fitters and drillers. “While Australia’s skilled migration intake is intended to align with industry needs, responsiveness is weakened by slow updates, credential barriers and settlement constraints,” Ms Constable said. “Australia’s mining, clean energy and technology sectors are all frustrated and impeded by these weaknesses, as their demand for specialised skills is growing faster than migration pathways can adapt.” Although skilled migrants comprise just 1.24% of the Australian minerals workforce, their contribution is critical. Since June 2020, skilled migrant industry participation hasmore than doubled, rising 122% from 1700 in 2020 to 3880 in 2025.  The MCA’s submission outlines several recommendations to improve skilled migration approach, including restoring responsiveness and streamlining pathways by aligning intake with verified industry needs and fast-tracking permanent residency routes to attract and retain global talent According to the MCA, eliminating structural barriers by cutting processing delays, simplifying requirements and modernising administration whilst empowering states and territories through flexible regional compacts and embedding clear residency, family and settlement support are also crucial. The MCA also recommends activating regional compacts that give states and territories flexible nomination quotas directly tied to verified local shortages and mobilising existing migrant talent by accelerating credential recognition and introducing targeted industry incentives for work experience placements and structured mentoring. Accelerating licensure and credential assessment through codesign with professional regulators will also help create frictionless, accelerated permanent residency routes for skills essential to national strategic priorities, including those required for the critical minerals, the clean energy transition and net zero targets, such as STEM, advanced manufacturing and specific trades, says the MCA. “A more agile and targeted skilled migration system will secure the skills that drive innovation, lift productivity and reinforce the nation’s position in the global economy, particularly in mining where leadership is critical to long-term prosperity,” Ms Constable said. 

BHP’s (ASX: BHP) Mike Henry will step down on July 1 after six and a half years as chief executive, with Brandon Craig set to succeed him.This comes as the company continues to simplify its portfolio, having demerged its petroleum business, high grading its coal business and pivoted towards copper and potash under Mr Henry.BHP says its copper operations coupled with its soon-to-be-commissioned potash mine leaves the company well placed to deliver high-margin growth into the future.Mr Craig brings more than 25 years of operational and corporate leadership experience at BHP to the role.Currently serving as BHP’s President Americas, Mr Craig has overseen BHP becoming the world’s largest copper producer and advanced high-quality growth options in copper and potash.Under Mr Craig, BHP increased copper guidance for FY26 and FY27, targeting about 2.5mtpa of copper equivalent production by the mid-2030s. Escondida also extended its grade and production guidance through productivity improvements and a focus on operational excellence.With iron still a major market for the miner, Mr Craig has had crucial experience leading the WA Iron Ore business. BHP says he improved operational performance and increased the company’s lead as the lowest cost, highest margin major iron ore producer in the world.Mr Craig says it is an honour and privilege to succeed Mike Henry as chief executive.“Thanks to his leadership, BHP is well positioned for the future,” he said. “ will be remembered for his strategic decision-making, portfolio transformation, operational excellence and focus on safety and high-performance culture.“As incoming CEO, I am committed to leading the talented and hard-working people who make BHP a great company and continuing to generate long-term value for all our shareholders.”Mr Henry says it has been a privilege to serve as chief executive of BHP and to have worked with so many truly talented people.“I am proud of what we have achieved together,” he said.“BHP is a safer and higher performing company and is better positioned for future growth.“We are creating sustainable long-term value for our shareholders, our supply chain, partners and our communities.“ is an excellent choice as chief executive, and I wish him every success in the role.”BHP says under Mr Henry’s leadership, it achieved a gender balanced workforce, a 30% reduction in operational greenhouse gas emissions and stronger partnerships with Indigenous peoples.

After a comprehensive domestic and international search, PLS (ASX: PLS) has appointed Alex Wilcocks as the company’s new chief financial officer.

WorkSafe has reported that the 53-year-old worker killed at Agnico Eagle’s Fosterville gold mine in Victoria on December 5 was operating a cable bolter about 1.6km underground when he became entangled in the machinery.The death is the 53rd confirmed workplace fatality for 2025 — an increase from the 48 work-related deaths reported at the same time last year.