Nabors Industries

Houston, TX

documented benefits (8)

Hours a week to qualify	US benefits are offered to "eligible employees"; Nabors does not publish an hours-per-week threshold or a waiting period. Outside the US the package is set regionally and is not published.
Retirement match	401(k) Savings Plan listed for eligible US employees. Nabors does not publish whether there is a company match or at what rate.
Mental health	yes
On-site gym	yes
Paid training	Nabors states recruits are exposed to drilling technologies and downhole/surface tools, and that training courses beyond required training are available by career interest. It does not say whether training is paid or whether any repayment agreement applies.
No experience needed	Floorhand I (West Texas, Odessa) is the entry rig-crew role. The only published qualification is a high school diploma or equivalent - no experience, no licence and no age minimum is stated in the posting.
Promoted from within	Floorhands are expected to train and mentor new Floorhands assigned to the rig; the crew ladder above the Floorhand runs to Driller and Rig Manager, both named in the posting as the roles a Floorhand works under.
Retention	INDUSTRY-WIDE FACT, NOT A COMPANY FIGURE. OSHA (US Department of Labor) records that 489 oil and gas extraction workers were killed on the job between 2013 and 2017, citing the Census of Fatal Occupational Injuries. OSHA names vehicle accidents, struck-by/caught-in/caught-between, explosions and fires, falls, confined spaces and chemical exposures as the hazards behind those deaths. Recorded here so that anyone weighing a field job sees the published risk alongside the published pay and benefits.

notable perks

Isenberg Education Fund Scholarship: college scholarships for employees, spouses, children and grandchildren of full-time employees, funded from the former chairman’s salary. Needs-based, capped at tuition and course-related fees, books, supplies and equipment; requires 3.5 GPA and SAT 1200/ACT 25 for incoming freshmen; not renewable but you may reapply each year

the legal floor where they are

Set by law, not by Nabors Industries. It applies to every employer in Houston, TX.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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