Bullying, harassment, sexual harassment

MLC 2006 Regulation 4.3 requires flag states to implement a policy of health and safety protection for seafarers, which includes the prevention of harassment and bullying. The 2016 amendments (Guideline B4.3.1) and the 2024 MLC amendments make explicit harassment and bullying provisions mandatory. Separately, the 2010 STCW Manila Amendments and the 2024 STCW review introduce mandatory crew training on harassment prevention. ILO Convention 190 on Violence and Harassment at Work (2019) applies where the flag state has ratified it, adding criminal-law force to the civil protections. The ICS/ITF joint Guidance on Eliminating Shipboard Harassment and Bullying (3rd edition) is the industry-standard implementation framework. If you have been harassed: document everything contemporaneously, use the onboard complaint procedure (MLC A5.1.5), reach the DPA under ISM Code confidentiality if the master is the problem, and remember that a genuine safety risk — including fear of retaliation — is grounds for owner-paid repatriation under MLC Reg 2.5. You are not required to resolve this alone. For the full legal framework, see /reference/mlc.

What this usually means

MLC 2006 requires owners to have a policy on harassment and bullying (Guideline B4.3.1). The IMO's 2026 STCW comprehensive review introduces mandatory training on prevention. Report through the ship's onboard complaints procedure; if that fails, to the flag state's Designated Person Ashore (DPA), the ITF, ISWAN, or Human Rights at Sea.

Step-by-step

1. Document every incident: date, time, location, witnesses, direct quotes.
2. Follow the ship's onboard complaint procedure (required to be posted under MLC 2006 Regulation 5.1.5).
3. If the Master is the problem, go to the DPA directly — their contact is posted per ISM Code.
4. Escalate to the flag state's maritime administration if onboard channels fail.
5. For sexual harassment specifically, ISWAN runs a dedicated Yachting Sexual Harassment line and general SeafarerHelp.

Evidence to save

• A contemporaneous incident log: date, time, location, exact words or actions, names of witnesses — kept personally off the ship's systems.
• Screenshots of messages (WhatsApp, ship's email, SMS) containing harassing or threatening content — export to personal cloud or email immediately.
• Medical records if the harassment caused physical or psychological injury.
• Written record of any complaint already filed under the onboard procedure and the response (or non-response) received.
• Any records of changed duty rosters, reduced ratings, or other adverse treatment occurring after you raised a complaint (evidence of retaliation).
• Names of crew members willing to provide witness statements — collect these while you are still on board.
• Photographs of any physical harassment evidence (damage to personal property, threatening notes left in your cabin).

What NOT to sign

• A 'mutual agreement' or 'mediation settlement' that requires you to keep the incident confidential from the flag state or port state.
• A 'withdrawal of complaint' without a written remedy being delivered first.
• Any document characterising the harasser's behaviour as 'workplace banter' or 'cultural difference' if you experienced it as harassment.
• A disciplinary notice issued to you in retaliation for filing a harassment complaint — challenge immediately in writing.
• Any sign-off document that waives your right to pursue a harassment claim against the company after leaving the vessel.

Escalation path

1. Document the incident in writing, with date, time, location, and witnesses, as close to the event as possible.
2. Use the onboard complaint procedure (MLC A5.1.5): raise with head of department, then master. If master is the harasser, go directly to the DPA in confidence.
3. If onboard channels are unsafe or unresponsive: contact ISWAN SeafarerHelp (24/7, confidential), the ITF inspector at the next port, or Stella Maris / Mission to Seafarers.
4. Request formal sign-off and repatriation at the shipowner's expense if you are at safety risk — MLC Reg 2.5 applies.
5. File with the flag state's maritime administration under MLC A5.1.5. For sexual harassment, national criminal law may also apply — consult a lawyer.
6. After sign-off: ITF, national labour tribunal, and (where ILO C190 is ratified) the national labour inspectorate can carry the case forward.

Legal basis

MLC 2006 Regulation 5.1.5 (onboard complaint procedures). STCW 2010 Manila Amendments (2026 review adds dedicated B&H module).

Organisations that can help

• ISWAN SeafarerHelp
  Global · 24/7
  📞 +44 800 012 1004
• ITF Seafarers
  Global · 24/7 for emergencies
  📞 +44 20 7403 2733
• ISWAN Yacht Crew Helpline
  Global · 24/7
  📞 +44 20 7323 2737
• ISWAN Australia
  Asia-Pacific · Mon-Fri 9-17 AEST
  📞 +61 1800 071 217
• ISWAN Singapore (SeafarerHelp Asia)
  Asia-Pacific · Mon-Fri 9-18 SGT
  📞 +65 6478 5111
• AMSA (Australian Maritime Safety Authority) — Crew Welfare
  Asia-Pacific · Mon-Fri 8-17 AEST
  📞 +61 2 6279 5000

Primary sources

• ILO NORMLEX — MLC 2006 Regulation 4.3 + Standard A4.3 (health, safety, and harassment)
• ILO Convention C190 — Violence and Harassment at Work (2019)
• ICS/ITF Guidance on Eliminating Shipboard Harassment and Bullying, 3rd edition
• IMO — STCW 2010 Manila Amendments
• ILO Maritime Labour Convention hub

See also

• Right: On-board complaint procedure
• Right: Repatriation
• Right: Flag-state complaints
• Right: MLC 2006 — your bill of rights
• Help: Bullying and harassment
• Help: Sexual harassment on board
• Help: Filing an MLC complaint
• Reference: MLC 2006 — Maritime Labour Convention
• Reference: STCW

Disclaimer. General information only — not legal advice. Rules vary by flag state, port state, vessel type, applicable CBA, and contract. Where a fact below is critical to your case, verify against the cited source and consider professional advice.

Original help topic at /help/harassment.