On March 26th, the Global Maritime Forum announced the publication of the ‘9 Sustainable Crewing Guidelines’ by the All Aboard Alliance, aimed at improving working conditions at sea and addressing the projected 90,000-seafarer shortfall by 2026.
Launched at Singapore Maritime Week, these nine concrete recommendations introduce a model of ‘what good looks like’ on vessels and were co-developed by the Global Maritime Forum’s All Aboard Alliance and 12 major shipping companies, following years of research and real-world pilots involving over 400 seafarers.
Despite the world’s 1.9 million seafarers keeping $14 trillion worth of global trade moving, the maritime sector continues to fall short in worker protection and treatment, making a career at sea less safe and appealing, contributing to high attrition rates.
Preliminary research carried out to inform the guidelines showed that 25% of seafarers experience harassment and bullying (rising to >50% for female seafarers), 90% report having no weekly day off, and many are isolated with limited or no access to internet services at sea.
Struggling with inexperience, fatigue, and insufficient resources, workers face an increased risk of accidents, endangering both crew members and ships. It is estimated that 75-96% of accidents and incidents at sea involve human error (Allianz) and that 15-20% of all fatalities are linked to fatigue.
The impact extends beyond worker well-being, with major knock-on effects for global supply chains. Seafarer labour shortages have reached a 17-year high (contributing to an issue with safe minimum crewing levels on vessels, see further details in Gard) and some major banks have indicated they could curb lending for shipowners who put seafarers’ welfare at risk.
Based on extensive research and feedback from over 400 seafarers, the guidelines outline essential improvements in working conditions, including measures to prevent abuse and harassment, promote work-life balance, and enhance access to onboard facilities.
In particular, the following recommendations seek to improve workforce well-being, ensure safer working environments, and make seafaring a more appealing career choice:
#1 Establish clear expectations of respectful and professional behaviour
Fostering respect and inclusion at both the company and crew levels is key to improving seafarer well-being and creating a positive work environment.
Key Questions to ask
- Are behavioural expectations related to respect and inclusivity included in appraisals and the code of conduct?
- Is ongoing training provided to promote awareness of inclusive practices?
- Does the company implement initiatives to improve communication and collaboration between shore-based management and seafarers?
#2 Zero tolerance for abuse and harassment
Ensuring psychological safety onboard requires a zero tolerance approach to unacceptable behaviour that is supported by clear consequences and robust reporting systems.
Key Questions to ask:
- Do all seafarers have access to a confidential, anonymous third-party helpline via phone and/or email to report harassment, bullying, power abuse, or misconduct without fear of retaliation?
- Does the company’s code of conduct clearly outline the consequences of violating the behavioural standards?
- Does the company appoint a staff member on shore responsible for supporting seafarers’ welfare and addressing concerns?
#3 Set rank-specific criteria for tasks, training, and appraisals
Clear and transparent criteria are essential to ensuring fairness and equal opportunities for all seafarers regardless of gender, age, and/or nationality.
Key Questions to ask
- Does the company clearly define roles and training opportunities by rank and ensure that seafarers are aware of them?
- Does the company provide seafarers with clear and transparent appraisal criteria?
- Does the company explicitly state its commitment to equal and diverse recruitment policies in job advertisements and on its website?
#4 Ensure appropriate equipment and facilities for all
Providing all seafarers access to proper equipment and facilities is vital for their safety, well-being, and job performance – this should include personal protective equipment that fits all body sizes, gender-separated facilities, and basic hygiene products that are readily available on board for everybody.
Key Questions to ask
- Does the company provide PPE appropriate for all body types and different weather conditions, or reimburse seafarers for buying their own?
- Are there gender-separate changing rooms on board? Does the company have a policy to supply seafarers with sanitary products and enable them to bring their own?
- Does the vessel have appropriate facilities for the disposal of sanitary products?
#5 Provide a reliable daily connection to the wider world
Staying connected with the wider world supports seafarers’ mental health, well-being, and job satisfaction. Currently, around 13% of vessels globally offer no internet access at all, while others charge seafarers to access onboard Wi-Fi. Crew members have also reported high dissatisfaction with their amount of shore leave.
Key Questions to ask
- Does the company provide at least 1 GB of free, stable, and reliable data per day to seafarers?
- Does the company enable seafarers to take shore leave at least monthly?
- Does the company allow seafarers to make phone calls daily using the ship communications system for a free limited period and then at a reasonable price?
#6 Reduce isolation by building supportive communities
Support networks and mentorship opportunities help seafarers feel less isolated and stressed.
Key Questions to ask
- Does the company provide an allocated budget for social activities on its vessels?
- Does the company provide mentorship opportunities for all seafarers?
- Does the company have allyship support networks?
#7 Offer flexible contract lengths and respect contract terms
Companies must honour work agreements, avoid short-notice contract extensions/terminations, and alleviate the pressure seafarers feel to work excessive hours and/or spend too long at sea.
Key Questions to ask
- Does the company offer seafarers a choice of contract length, including as short as four months?
- Does the company ensure at least 85% of seafarers are off-boarded within 15 days of the end of their contract?
#8 Provide paid parental leave
Over 90% of seafarers state that good parental benefits are important to them. Being pregnant or having family responsibilities at home should not prevent seafarers from making a living at sea.
Key Questions to ask
- Does the company provide parental benefits to seafarers currently under contract or within three years of their last contract if they worked at sea for at least 12 months during that period?
- Does the company provide either appropriate onshore work options or paid pregnancy leave to pregnant seafarers, based on the preferences of the seafarer and no later than 24 weeks of pregnancy?
- Does the company provide a minimum of 14 weeks of paid leave (at least 50% of regular salary) for birthing parents or primary caregivers and at least two weeks for non-birthing parents or secondary caregivers, to be used within six months of birth or adoption?
- Is there support provided for returning to work, e.g. onshore assignments or short periods on a vessel?
#9 Continuously collect feedback and take action
Actively listening to seafarers and demonstrating a commitment to change builds trust and creates a more inclusive, supportive working environment.
The report also features a checklist of indicators to help seafarers, charterers, cargo owners, shipping companies, and other stakeholders assess how well a vessel or company aligns with the nine sustainable crewing guidelines.
- Does the company monitor well-being on board through surveys of all seafarers at least every six months?
- Does the company share the survey results and the proposed actions with the respondents?
