Harassment, Bullying, Discrimination, and Violence at Sea: Get Support

Everyone deserves dignity and safety at work. Bullying can include repeated humiliation, intimidation or misuse of power. Harassment may involve unwanted conduct connected to sex, race, religion, nationality or another characteristic. Sexual harassment includes unwanted sexual behaviour. Violence and threats require urgent attention.

The label may be assessed later. Your first task is safety and a clear record.

If danger is immediate

Move to a safer location if possible. Contact the master, responsible officer, security or emergency service through the vessel’s procedures. Seek medical attention after physical or sexual violence. Preserve evidence without placing yourself at further risk.

Record what happened

Write the date, time, place, people present, exact words or actions, witnesses, impact and what you did next. Save relevant messages and reports. Keep original files and protect privacy. Do not investigate the alleged perpetrator yourself.

Choose a support route

Depending on safety and the procedure, contact a trusted officer, designated person ashore, company reporting channel, union representative or welfare service. Ask what confidentiality can realistically be maintained and when information must be shared for safety.

ISWAN offers guidance designed for abuse, bullying, harassment, discrimination and violence. The IMO and ITF also provide maritime-sector information. See ISWAN guidance, IMO action on harassment, and ITF Your Rights.

Supporting a crewmate

Listen without interrogation. Believe that the concern deserves attention without promising an outcome you cannot control. Ask what would help now. Do not spread the story, confront someone on their behalf without consent, or demand that they make an immediate formal complaint unless urgent safety requires escalation.

Support checklist

• Immediate danger addressed.
• Medical care requested where needed.
• Facts and evidence preserved securely.
• Onboard/company process located.
• Trusted union or welfare support contacted.
• Confidentiality limits understood.
• Follow-up safety plan agreed.