In brief
- Understand the training change without assuming every existing certificate is invalid.
- Give crew a reporting route outside their immediate line manager.
- Make response, confidentiality and protection from retaliation practical.
Know what changed
From 1 January 2026, amendments to STCW Code table A-VI/1-4 introduced training requirements addressing prevention of and response to violence and harassment, including bullying and sexual harassment. IMO describes the change as part of the personal safety and social responsibilities competence standard. [1]
This does not justify a generic announcement that every existing seafarer must immediately repeat every basic-safety course. Captains, managers and crew should check the relevant administration's implementation and the position applicable to the individual's training and certification. Keep that verification separate from the yacht's own responsibility to create a respectful working environment.
Describe conduct in terms people recognise
A policy saying be professional is not enough if crew cannot identify the behaviour it prohibits or the action expected from a witness. Discuss practical situations in an appropriate training setting: humiliating a junior colleague, repeated unwanted comments, misuse of rank and retaliating against someone who raises a concern. Avoid turning the discussion into gossip about named people.
Explain that rank and service pressure do not excuse unacceptable behaviour. Equally, distinguish respectful performance management from personal attack. A department head should be able to correct work clearly without intimidation, ridicule or discriminatory remarks. Give leaders practical support in conducting difficult conversations rather than assuming that promotion automatically creates those skills.
Create more than one reporting route
A crew member may be unable to report safely to the person who normally supervises them, especially if that person is involved in the concern. Provide an alternative through the captain, management or an appropriate independent channel. Explain how to reach it from aboard and ashore, and how urgent safety concerns should be escalated.
Do not promise absolute confidentiality if a fair investigation or legal duty may require limited disclosure. Explain who will receive information and how it will be restricted. The person reporting should understand the next step and when they can expect contact. A generic email address without a response process can leave a serious concern effectively unattended.
Respond fairly and protect people
Take immediate safety needs seriously, preserve relevant information and refer the matter to people competent to handle it. Avoid informal confrontation that may increase risk or compromise a later investigation. Where there is a suspected crime, emergency or safeguarding issue, use the appropriate authorities and specialist support.
Fairness matters to everyone involved. Do not presume an allegation is proved, and do not dismiss it because a senior or long-serving person is implicated. Separate interim protective measures from final findings. Monitor for retaliation in scheduling, duties, accommodation or references. A written non-retaliation statement means little if subtle consequences are ignored after someone speaks up.
Use recruitment and induction to reinforce the standard
Ask leadership candidates how they would respond to a junior person reporting misconduct. Look for a clear, fair process rather than assurances that their previous team never had problems. During induction, show crew the reporting routes and explain the expected conduct. Make the information accessible to temporary and relief staff too.
Review whether the system works without measuring success solely by a low complaint count. Few reports may reflect a respectful workplace, but they may also reflect a lack of trust. The contribution of the 2026 training change is strongest when knowledge is matched by visible behaviour, credible processes and leadership willing to act consistently.
Put it into practice
Your practical checklist
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Sources & context
Reviewed on . Sources may be updated after the article's assigned publication date. The practical frameworks and examples are editorial recommendations, not quoted regulatory requirements.
General industry information only, not vessel-specific legal, immigration, medical, engineering or safety advice. Confirm applicable requirements with the relevant flag administration, qualified advisers and the yacht's approved procedures. The named source organisations do not endorse this article.
