Workplace bullying — persistent intimidation, public humiliation, exclusion, sabotage of work, unreasonable workload, threats short of physical violence — is a workplace-safety matter under MLC 2006 Reg. 4.3 and the 2018 ICS/ITF joint Guidance on Eliminating Shipboard Harassment and Bullying. The 2024 MLC amendments now explicitly cover harassment and bullying. This topic covers reporting routes that do NOT engage the sexual-harassment escalation chain (which is in its own topic) but use the same legal framework.
Step-by-step
Keep a contemporaneous log: dates, times, location, witnesses, exact wording, and how the behaviour affected your work or safety. The log is the most valuable evidence in any later complaint.
Identify the type: verbal abuse, persistent unjustified criticism, exclusion from required information (e.g. you are not briefed on a passage plan you must keep watch on), unreasonable workload assignment, threats short of physical violence, sabotage. Each type has a different evidence requirement.
Address it on board first if you can: speak to the master directly. If the master is the source of the bullying, speak to the DPA / Designated Person Ashore (ISM Code confidentiality).
If on-board resolution fails: file the formal complaint under MLC A5.1.5. Request a written acknowledgement that the complaint is being investigated. The shipowner has 28 days under most company SMS to investigate.
Escalate in parallel to: the ITF Inspectorate (the national CBA usually has anti-bullying clauses), your manning agency's licensing authority, and ISWAN SeafarerHelp for support.
If the bullying is creating a safety risk (sleep deprivation, withholding of safety information, deliberate sabotage of equipment), notify the flag state PSC under MLC complaint procedures. The vessel can be detained for a safety-management-system failure.
Do not retaliate physically. Self-defence against actual physical violence is lawful; verbal escalation is not, and a fight will end with both crew members fired and possibly criminally charged.
Screenshots of messages / posts / orders that show the pattern
Work-rest records (MLC A2.3) — bullying often manifests as unjustified workload
What NOT to sign
Any 'performance improvement plan' presented without clear, objective criteria
Discharge or transfer without ensuring the report is in the MLC A5.1.5 record
Legal basis
MLC 2006 Reg. 4.3 (health and safety protection). 2024 MLC amendments on harassment and bullying. ICS/ITF Guidance on Eliminating Shipboard Harassment and Bullying (3rd ed.). ILO Convention 190 (Violence and Harassment at Work, 2019, where ratified). National OHS legislation — UK HSWA 1974, Norway arbeidsmiljøloven, Philippines Anti-Bullying Act (RA 10627) for cadets.
Disclaimer. General information only — not legal advice. Rules vary by flag state, port state, vessel type, applicable CBA, and contract. For specific cases, contact ITF, ISWAN, your union, or a maritime lawyer.