Are yacht crew salaries keeping pace with the demands of the industry and the rising cost of living?
We recently surveyed yacht crew and leaders to hear their thoughts on current salaries, overall pay packages, and how they feel their earnings have changed over time.
With over 200 responses from various roles—from Junior Ctewardesses right up to seasoned Captains—we’ve gained valuable insight into what’s on people’s minds.
Are Yachties Satisfied?
The survey shows a mixed picture regarding salary satisfaction. Roughly 65% of respondents were either fairly satisfied or neutral about their pay. Many felt their package was competitive, reflecting good performance and longevity.
For instance, one Captain shared, “Based on my experience… my remuneration is arguably fair,” while another noted being “Well paid for my job and rotation with a management that increases pay based on performance. This is rare in the industry.” Some also highlighted positive experiences with sustained pay.
Others were less pleased. Many noted that while yachting salaries might look good on paper, if they’re not increasing year after year, they’re actually going down in real terms. Comments included, “I have earned more in the past and feel this salary is too low for what I do.” Another noted: “Inflation goes up, charter prices go up, services go up, agencies are increasing their annual profits. So, everything is rising except crew salaries.”
Concerns were also raised that current salaries didn’t feel right for the amount of work, with some feeling they were on “long hours for little (below standard) pay,” and that packages hadn’t met “the expectations of ‘the good old days’.”
The Missing Piece
A striking 69% felt their pay hadn’t matched recent increases in living costs. This feeling of ‘pay stagnation’ was common, with many highlighting that their base salaries hadn’t really moved in years.
One respondent remarked, “15 years in the industry and no significant raise in base salary,” while another shared, “Over 20 years experience and base salary in industry has stayed stagnant.”
When asked whether crew contracts include clear, annual pay increases, over two-thirds of respondents (67%) said their contracts didn’t have such provisions, with only 26% confirming they did.
For those who did have a pay increase, a quarter said it was less than 2% a year. Nearly half saw increases between 2% and 5%, and the rest received more than 5% year-on-year. However, it’s clear that these annual pay bumps are not being given out across the board.
What Else Matters to Crew?
While base salary is very important, our survey also explored what other things truly matter to crew. When asked about the most important factor in a contract, base salary was highly rated, but surprisingly, leave and rotation packages actually came out on top. This was closely followed by onboard culture, job security, crew amenities, and training budgets.
This strong emphasis on non-monetary benefits was clear when we asked if crew had ever taken a job with a lower base salary because other benefits were more appealing: 54% said yes, they had. Crew feedback highlighted how crucial adequate time off is, with one respondent noting their “60 days per year” wasn’t realistic to take. Another shared, “If the yacht management decides not to offer rotational leave, they should provide good pay. Work life balance is essential.”
Other factors influencing crew happiness included the overall package, covering things like “flexibility in return flights, matching retirement contributions, retainment bonus.” The impact of currency fluctuations, particularly for British crew earning in USD, was also noted.
We also heard about perceived differences in recognition and pay between departments and roles. Some interior crew felt they were “treated unequally” despite extensive guest interaction and long hours, suggesting they “should be more recognised and better paid.”
There were calls for higher pay in administrative roles, with specific mention that “Pursers should be paid in line with senior officers due to the level of responsibility particularly on yachts over 60m.”
Additionally, some crew questioned why sailors often get paid less and have worse rotation options compared to those on motor yachts.
What Needs to Change?
Crew members shared various suggestions for improving yacht salaries and employment conditions. The most ‘straightforward’ request was for salaries to simply go up, as “there’s more money in the industry than ever but salaries have remained stagnant for the last decade.” Many felt that, at a minimum, pay rises should keep up with inflation, lamenting offers with “the same salary I started out with 16 years ago.”
There was a strong desire for more formal and predictable pay progression. “Contracts should include structured annual pay increases based on inflation rate and merit,” was a common theme. Crew pointed to examples of previous systems where consistent percentage increases fostered longevity, making it clear that “percentage increases for longevity should be an industry standard.”
There’s also a strong belief that better financial rewards and working conditions are vital for attracting and keeping good people in yachting. One crew member eloquently linked salary, morale, and service quality: “I’ve noticed a pattern over the years — when base salaries are set too low, the standard of care onboard slowly slips… At the end of the day, the culture onboard starts with how people are treated. And that starts with what they’re paid.” Other ideas included higher starting salaries for junior crew, encouraging loyalty through bonuses, and owner contributions to fiscal and social security. Ultimately, for many, the personal sacrifices involved in a yachting career need to be properly balanced by the financial and personal benefits.
Wrapping Up
This survey sheds light on the nuanced relationship between yacht crew and their earnings. While many are content, there’s a clear and widespread worry that salaries aren’t keeping pace with the rising cost of living, often made worse by the lack of structured annual pay increases.
What we’ve learned highlights that while base salary is important, things like excellent leave packages, a supportive onboard atmosphere, and job security are just as crucial for crew.
The feedback suggests a desire for more open, consistent, and inflation-adjusted pay policies, along with a greater appreciation for the demanding nature of yachting jobs through better overall employment packages.
At The Crew Hunter, we are continuing to push for fair pay, holistic employment packages, and better working conditions for all crew. This creates an environment where crew feel respected, valued and are more likely to stay and grow.
Keep an eye out for more content over the next few months to support crew, owners and management companies to provide better conditions on board to boost longevity, wellbeing and, ultimately, the bottom line.
To discuss how we can help your onboard team to thrive, contact max@yachtcrew.uk.
