2025 MLC Amendments: What Yacht Owners and Managers Should Prepare For

The Maritime Labour Convention, 2006 is continuing to evolve. In June 2025, the International Labour Conference approved a new set of amendments designed to strengthen the protection, safety and wellbeing of seafarers. They are expected to enter into force on 23 December 2027, giving yacht owners, managers and employers time to review their policies and working practices.

For the superyacht sector, the practical message is simple: compliance should not be treated as a document exercise completed shortly before an inspection. Employment agreements, onboard procedures, crew communication and shore-side records need to work together throughout the employment relationship.

What do the 2025 amendments cover?

The approved amendments address several aspects of life and work at sea. These include protection against violence and harassment on board, recognition of seafarers as key workers, stronger treatment of shore leave and repatriation, fair treatment after a maritime accident or detention, and access to up-to-date medical information on board.

Although the exact implementation will depend on each flag State and national system, yacht operators can already identify where existing procedures may need attention. The period before entry into force is an opportunity to review systems calmly rather than react under inspection pressure.

Five areas yacht managers can review now

1. Policies on violence and harassment

Owners and managers should check whether crew policies clearly define unacceptable conduct, explain how concerns can be reported and identify who will handle a complaint. The process should protect confidentiality as far as possible and give both crew and management a clear route for escalation. Training for captains and heads of department can help turn a written policy into an effective onboard practice.

2. Shore leave and crew movement

Shore leave supports welfare, rest and social connection. Managers should understand how access is organised in practice and whether administrative barriers are being identified early. Travel documentation, visas, port restrictions and operational requirements can all affect crew movement, so responsibilities should be assigned before an issue arises.

3. Repatriation procedures

A strong repatriation process should explain who coordinates travel, how costs are handled, what records are retained and who communicates with the seafarer. Employment agreements and internal procedures should be consistent. Emergency contact information also needs to remain current.

4. Fair treatment after an incident

When a crew member is involved in a maritime accident or detained in connection with an alleged offence, fast access to appropriate support can be critical. Owners and managers should know who will coordinate legal, flag-State, insurance and family communications. Roles that are clear before an incident reduce delay and confusion during a difficult situation.

5. Medical information and onboard responsibility

The person responsible for medical care on board should be able to access current guidance. Operators can review the source, format and update cycle of the information carried on the yacht, while also confirming that responsible crew members understand where it is kept.

Why employment records matter

Policies only work when they are supported by accurate records. Seafarer Employment Agreements, amendments, certificates, medical documentation, payroll records and crew correspondence should be organised, current and readily available. A consistent digital and shore-side filing process can improve both daily management and inspection readiness.

For internationally operating yachts, one-size-fits-all answers are rarely sufficient. The correct approach may depend on the flag, ownership and employer structure, operating area, crew nationality and residence, and applicable collective or national rules.

How Chess & M can support your preparation

Chess & M helps yacht owners, managers and captains coordinate maritime employment, payroll, HR administration and compliance follow-up. We can review employment workflows, prepare and maintain crew documentation, support payroll records and help establish practical processes for a single yacht or a wider fleet.

Early preparation makes regulatory change easier to manage. If you would like to assess your current crew-employment framework, contact the Chess & M team.

This article provides general information and does not constitute legal advice. Requirements should be confirmed for the relevant vessel, flag and employment structure.

Official sources: International Labour Organization and International Maritime Organization.