Last updated: April 2026
Most yacht crew sign their Seafarer Employment Agreement (SEA) under time pressure — at the dock the day before joining, in an agency office during a quick visit, or via WhatsApp the night before flying out.
By the time problems appear, the contract is signed.
This guide walks through the seven areas of the SEA that matter most — what to look for, what’s missing, and what specific phrases should make you pause before signing.
Area 1 — Parties and vessel identification
The basics that often aren’t basic.
What should be clearly stated:
- The employer’s full legal name — and who actually pays your salary. These are sometimes different entities. If the company on your SEA isn’t the same as the company wiring your money, that matters when disputes arise.
- Vessel name, IMO number, and flag state. Required by MLC. Flag state determines which version of MLC applies and where you can complain.
- Your full legal name and passport number. A name mismatch can void claims later — surprisingly common when documents are prepared in a hurry.
- Your place and date of birth. Required by MLC 2006 Standard A2.1.
- The place where the agreement is entered into. Affects which jurisdiction’s general employment laws may apply alongside MLC.
Area 2 — Wages and payment
Where the most disputes originate.
What to check:
- Monthly salary or day rate stated as a specific number, in a specific currency. “Industry standard” or “to be agreed” is not a salary.
- Payment frequency. MLC 2006 requires monthly intervals unless explicitly varied in writing.
- Overtime rules. What hours, what rate, how it’s tracked. Day-rate crew often wrongly believe overtime doesn’t apply — it can.
- Tip and charter gratuity distribution. One of the most common conflict sources on charter yachts. The clause should be specific, not vague.
- Late payment provisions. What happens after X days. Without this, you have no contractual remedy if salary is consistently late.
- No contingency on performance, vessel revenue, or captain’s approval. MLC prohibits salary clauses that allow arbitrary deduction or withholding.
Area 3 — Hours of work and rest
The MLC minimums that often aren’t enforced.
- Normal working hours stated (typically 8 hours a day) — required by MLC 2006 Standard A2.3.
- Rest hour minimums: at least 10 hours per 24 hours, at least 77 hours per 7 days. These are not optional.
- How rest hours are recorded. If you ever need to prove fatigue or non-compliance, you’ll need the logs.
- Public holiday provisions. Often missing in yacht SEAs because charter season doesn’t follow a normal calendar.
Area 4 — Leave and holiday entitlement
- Annual paid leave at least 2.5 calendar days per month worked. MLC minimum. Anything less is non-compliant.
- End-of-contract payout terms specified.
- Sick leave entitlement and pay stated. MLC requires medical care without cost to the crew member.
- Public holiday allowances clearly defined.
Area 5 — Termination and notice
- Notice period from both sides should be the same length. Asymmetric notice (you give 30 days, they give 7) is a major red flag.
- Minimum 7 days notice in writing — MLC minimum. Contracts allowing “immediate dismissal at captain’s discretion” are non-compliant.
- Probation period length and termination terms clear. Probation is often used to fire crew without notice — know the rules going in.
- Just cause for dismissal defined, not left to “captain’s discretion.”
- Repatriation obligations specified — who pays, from where, to where.
Area 6 — Repatriation and insurance
- Repatriation rights under MLC 2006 Regulation 2.5 referenced. Your right to repatriation should not be waivable.
- Medical insurance and emergency cover named — specific provider, scope of cover.
- Financial security against abandonment confirmed (required under MLC 2014 amendments). The certificate should exist on board.
Area 7 — Disputes and governing law
- Governing law stated. Often the flag state’s law, but not always.
- Dispute resolution process named — arbitration, court, MLC complaint procedure. Some SEAs force you into expensive arbitration in inconvenient jurisdictions.
- Right to file complaints with flag state authorities or ITF preserved. Contracts that “waive” your right to external complaint are not enforceable but are a serious signal.
Phrases that should make you pause
These appear regularly in yacht SEAs and rarely mean what they sound like:
If any of these appear, ask for written specifics before signing.
Most crew don’t realize that asking questions before signing is normal — and often welcomed.
A workable phrasing:
“Hi [Captain/HR contact], before signing I’d like to confirm a few points so we’re both clear from the start: 1) the monthly salary figure and currency, and the payment date; 2) how leave is paid out at end of contract; 3) the notice period from both sides. Happy to discuss by call if easier.”
Crew who ask questions before signing have substantially fewer disputes during the contract. The data is consistent across the industry.
→ SEA Red Flags Guide — 30-point checklist, free download. [Link]
→ SEA Review Pack — clause-by-clause review of your specific contract. [Link]
