MLC New Guidelines: What Seafarers & Shipping Companies Must Know

The maritime industry continues to evolve in response to changing operational realities, workforce challenges, and increasing regulatory scrutiny. One of the most significant developments in recent years is the introduction of MLC new guidelines, which place stronger emphasis on seafarer wellbeing, mental health, and safe working environments onboard vessels.

These Maritime Labour Convention new guidelines represent a major MLC maritime regulations update, requiring both seafarers and shipping companies to adapt policies, training programs, and onboard practices to remain compliant.

Understanding the Maritime Labour Convention (MLC)

The Maritime Labour Convention (MLC, 2006) is often referred to as the “fourth pillar” of international maritime regulation, alongside SOLAS, MARPOL, and STCW. Its primary purpose is to protect seafarers’ rights and ensure decent working and living conditions at sea.

The convention covers areas such as:

• Conditions of employment

• Health protection and medical care

• Welfare and social security protection

• Safe and secure working environments

The new MLC guidelines build on this framework by addressing modern challenges faced by seafarers, particularly psychosocial risks and workplace behaviour.

What’s New in the Latest MLC Guidelines?

The latest MLC maritime regulations update strengthens expectations around crew wellbeing, safety culture, and accountability. While many of these areas were previously implied, the new guidelines make them more explicit and enforceable.

Key focus areas include:

• Mental health and emotional wellbeing

• Prevention of bullying and harassment

• Psychosocial risk management

• Fatigue and workload control

• Respect, dignity, and inclusion onboard

These updates reflect growing recognition that human factors and mental health are directly linked to maritime safety.

Mental Health and Wellbeing Under the New MLC Guidelines

Mental health is now a clear compliance priority under the Maritime Labour Convention new guidelines. Shipping companies are expected to go beyond basic medical care and address the psychological challenges of life at sea.

Key expectations include:

• Awareness training on mental health and stress management

• Systems to identify and manage fatigue, isolation, and workload stress

• Access to confidential support and reporting mechanisms

• Promotion of a supportive onboard culture

For seafarers, this means greater recognition of mental wellbeing as a legitimate safety and health issue—not a personal weakness.

Bullying and Harassment: A Zero-Tolerance Approach

One of the most impactful aspects of the MLC new guidelines is the clear stance on bullying, harassment, and violence at sea.

The guidelines require:

• Clear company policies prohibiting bullying and harassment

• Training and awareness for all ranks

• Safe and confidential reporting procedures

• Protection against retaliation

This aligns closely with upcoming STCW amendments, making bullying and harassment prevention training a critical compliance requirement for shipping companies.

Psychosocial Risk Management and Safety Culture

Psychosocial risks—such as excessive workload, poor communication, and lack of psychological safety—are now recognised as operational risks under the MLC maritime regulations update.

Shipping companies are expected to:

• Identify psychosocial risks onboard

• Integrate wellbeing into Safety Management Systems (SMS)

• Train leaders to promote respectful and supportive behaviour

• Encourage open communication without fear of blame

A strong safety culture is no longer measured only by procedures, but by how people are treated and supported onboard.

What the New MLC Guidelines Mean for Shipping Companies

For shipping companies, the Maritime Labour Convention new guidelines require practical action, not just policy updates.

Companies must:

• Update onboard policies and codes of conduct

• Review Safety Management Systems

• Provide structured training and awareness programs

• Ensure Masters and officers are equipped to lead respectfully

• Prepare for Port State Control inspections focusing on crew welfare

Non-compliance can result in deficiencies, detentions, reputational damage, and increased operational risk.

What the New Guidelines Mean for Seafarers

For seafarers, the MLC new guidelines strengthen protections and clarify rights.

Seafarers can expect:

• Greater focus on wellbeing and mental health

• Safer reporting channels for concerns

• Clear standards for respectful behaviour

• Improved onboard support systems

These changes aim to create healthier, safer, and more sustainable working environments at sea.

Training and Awareness: The Key to MLC Compliance

Training plays a central role in implementing the MLC maritime regulations update. Awareness programs help translate regulatory requirements into real onboard behaviour.

Effective MLC training should cover:

• Mental health awareness and stress management

• Bullying and harassment prevention

• Psychosocial risk identification

• Leadership behaviour and communication

• Regulatory responsibilities under MLC

Both online and classroom-based training formats can be used, depending on operational needs.

Preparing for Inspections and Future Regulations

Port State Control inspections are increasingly focusing on crew welfare, rest hours, fatigue management, and onboard culture. The MLC new guidelines also align with upcoming STCW amendments, making early preparation essential.

Shipping companies that invest in training, awareness, and culture change are better positioned to:

• Demonstrate compliance

• Reduce incidents and disputes

• Improve crew morale and retention

• Strengthen operational resilience

Conclusion

The Maritime Labour Convention new guidelines represent a critical shift toward recognising the human element as a core component of maritime safety. This MLC maritime regulations update places clear responsibility on shipping companies to protect seafarer wellbeing while empowering seafarers with stronger rights and support.

Compliance is no longer limited to documentation—it requires training, leadership, and a genuine commitment to safe and respectful working environments.