Yacht crew safety: why change is urgently needed in the yachting industry

As women in the industry, we have either experienced harassment firsthand or know at least one person who has been affected. The devastating death of 20-year-old South African crew member Paige Bell onboard a private yacht in the Bahamas has rattled the global yachting community. With her body discovered in the engine room and a fellow crew member charged with her murder, serious questions are being raised about safety standards, hiring practices, and the systems meant to protect seafarers.

As the industry processes this profound loss, one truth becomes painfully clear: we need more than condolences – we need change. 

Time to make background checks non-negotiable

Unlike other high-responsibility sectors like aviation or education, there is currently no global mandate for criminal background screening in the private yachting world, it’s still very much the Wild West in that regard. While some reputable agencies offer vetting as part of their recruitment process, it is not a consistent process and there are many gaps to be filled. 

Without proper background checks, individuals with histories of violence, harassment, or exploitation can easily find employment on board. And they do. This isn’t a reflection of poor hiring decisions, but of a systemic blind spot.

If we want to uphold the trust placed in captains, owners, and managers, criminal record checks need to become mandatory.

Mental health and crew welfare can’t be an afterthought

The physical and psychological demands of working on a yacht are unique. Long hours, confined quarters, and blurred boundaries between professional and personal lives can lead to high stress, tension, and vulnerability. This is not news to anyone so why is it still being put on the back burner? 

Despite many advocates, mental health support across the industry remains patchy at best. Access to trained professionals, onboard well-being protocols, and regular check-ins are not commonly embedded in yacht operations. The information is out there and available, but certainly not highlighted enough in the working environment. 

Structured mental wellness programs don’t just protect individuals—they foster healthier, more productive teams and prevent small issues from escalating into tragedies.

Challenging the culture of silence

Many crew members have stories of bullying, harassment, or inappropriate behaviour swept under the rug. Some never report incidents for fear of losing their jobs or being labelled as troublemakers. Others do report, but rarely is there a win for the little guy. 

What happened to Paige Bell is not just an individual tragedy. It reflects a broader culture where misconduct is too accepted and accountability is lacking.

Every yacht should have clear reporting mechanisms that are safe, anonymous, and genuinely acted upon. Those in leadership positions should be trained to handle complaints professionally, take them seriously, and escalate them to the correct sources. The time of kickbacks, silence out of indifference or fear has come to an end. 

The role of flag states and management companies

Much of yachting operates under flag states with lenient oversight. As a result, policies on crew welfare are inconsistent or unclear.

Flag administrations, insurers, and yacht management firms must take a more active role in safeguarding crew. This includes requiring documented policies on background screening, harassment reporting, and mental health protocols.

It also means auditing and reviewing crew conditions, just as rigorously as we inspect safety gear or fire systems.

Where laws could evolve

We are at a crucial turning point. Paige’s story has underscored the need for urgent legal reform. We can make changes in the following ways:

• Updating international conventions like the MLC to mandate background checks.
• Encouraging shared databases or watchlists to flag serious or repeat offenders (with due process). And no, the “Name & Shame” Facebook group does not count. 
• Holding those responsible for crew well-being legally accountable for failing to act on credible complaints.
• Requiring yachts to offer access to independent welfare officers.

Advice to crew: Know your rights and options

Crew members, particularly those new to the industry, should be aware of their rights and available resources:

• When applying for jobs, don’t hesitate to ask whether background checks are done on all candidates.
• Keep records of any incidents and report inappropriate behaviour. Follow the internal complaints procedure first, and then approach welfare organisations or maritime authorities if needed.
• Connect with independent helplines like ISWAN’s Yacht Crew Help for confidential support.
• Support efforts within the industry calling for reform, even in small ways, by sharing information, joining conversations, or signing petitions.

The yachting industry is built on excellence, professionalism, and trust. To honour those values, and the memory of Paige Bell, we must ensure that safety, dignity, and respect are non-negotiable conditions for life at sea.

No crew member should ever feel unsafe on board. It’s time we built a system that guarantees it.