Employment Contracts, Periods of Service and Rotation

Employment contracts, periods of service and rotation

When working aboard a ship, you should not treat the contract term, the actual time spent on board and the time off afterwards as if they were the same thing. An employment contract may apply for a specific period, while work schedules, leave and repatriation are governed by separate rules. The Maritime Labour Convention (MLC) addresses these topics in different sections; it is implemented by states through national laws and other regulations, and is not a single, identical agreement used worldwide. The living and working conditions of the crew also cover aspects beyond contract duration and rotation.

Contract, contracting party and applicable rules

The MLC describes a seafarers’ employment agreement as a clear, written and legally enforceable agreement. Check who is named as the employer or contracting party and what responsibility the shipowner assumes. This is especially important when a cruise line, shipowner, recruitment agent and company on board have different roles. An applicable collective bargaining agreement may also form part of the terms; ask where you can read the full agreement.

Also ask which law governs the contract and working conditions, which language version is legally binding, and whether any terms are set out in an appendix or collective agreement. The ship’s flag matters for the implementation of the MLC framework, but it does not replace reading the specific contract terms.

Check contract duration and rotation separately

The contract term does not automatically tell you how many months you will stay on board without interruption or exactly when you will travel home. The MLC does not prescribe a general maximum duration for an employment contract; contract duration and uninterrupted time on board are separate questions. So ask about the planned period of service, possible extensions, repatriation after the contract ends and who will arrange your return journey. No single rotation model applies to all cruise lines or job categories.

Check working and rest hours

The MLC sets framework standards for rest periods, which are implemented nationally: depending on the system adopted, either a maximum of 14 hours of work in any 24-hour period and 72 hours in any seven-day period applies, or a minimum rest period of 10 hours in any 24-hour period and 77 hours in any seven-day period. Rest may generally be divided into no more than two periods; one must last at least six hours, and no more than 14 hours may elapse between rest periods. Permitted exceptions must be set out in the relevant national rules and, where applicable, in approved or registered collective agreements.

These figures alone do not tell you what a specific work schedule looks like. Check how standby duty, watchkeeping, shift changes, drills, overtime and the recording of working or rest hours are regulated for your role. Breaks do not automatically count as rest periods; the MLC distinguishes rest from short interruptions. Requirements also depend on the type of work: qualifications and medical fitness for sea service differ across deck, technical and other shipboard roles.

Clarify pay, leave and repatriation

Ask about basic pay, allowances, deductions, payment frequency and any variable components. The MLC does not establish a single worldwide wage for every shipboard role; pay must be determined by the contract and the applicable rules. Paid annual leave and repatriation are also separate contract terms. Ask when entitlements accrue, which travel and accommodation costs are covered, and who is responsible if plans change.

Who is your legal contracting party, and who is responsible for the shipboard employment agreement as shipowner?
What role, ship, period of service and terms for an extension are stated in the contract?
Where are pay, allowances, deductions, leave, termination and possible repatriation addressed?
Which working/rest-hours system applies to your role, how are hours recorded, and what approved exceptions apply?
Which national authority, union or onboard representative can review the contract and applicable rules for the ship’s flag or your assignment?

The current ILO MLC FAQ (2026 edition) explains rules on contracts, rest periods, pay and repatriation. It also points out that, for authoritative answers, the implementation in the applicable national law is decisive.