Yacht Crew Salaries 2018–2025: Are Wages Finally on the Rise?

Yacht Crew Salaries 2018–2025: Stagnant Seas or Rising Tide?

Superyacht crew salaries have become a hot topic in the yachting industry, with many questioning whether pay has kept pace with rising costs and expectations.

Have crew wages really increased over the past few years, or are they stuck in the doldrums? This question has sparked lively debate among captains and crew alike. In fact, there’s growing concern in the industry that yacht crew salaries have not meaningfully increased in recent years. Entry-level “green” crew today still start at around €2,000 per month – roughly the same as 15 years ago¹. Meanwhile, the costs of living (housing, travel, training) have climbed, squeezing crew budgets.

In this article, we’ll explore global superyacht crew salary trends from 2018 through 2025, the impact of COVID-19, and the hot topic of rotational positions. We’ll also weigh 5 pros and 5 cons of crew rotation from both the crew and employer perspective, and consider what changes might finally propel crew pay upward.

Salary Trends 2018–2025: Flat, Rising, or Falling?

Overall, yacht crew salaries have seen only modest growth – if any – from 2018 to 2025. Several crew surveys and crew agencies indicate that wages for many roles have been largely stagnant, especially when adjusted for inflation. For example, Dockwalk’s annual salary survey noted that many crew agents reported wages in 2023 were “largely flat” compared to the previous year². While certain positions have seen upticks, the general trend is that pay hasn’t dramatically changed. Even Dockwalk’s 2021 survey found crew salaries to be mostly on par with prior years³, reinforcing that incremental or no growth has been the norm.

Did anything cause a bump? Yes – the crew shortages around 2021–2022 led to some salary increases, particularly for experienced crew. After the initial pandemic lull, demand for crew surged and quality crew were scarce. Recruiters noted that salaries rose in 2021 and 2022 when crew were in short supply². YPI Crew’s data confirms this “tension” on salaries: due to fewer new crew entering during COVID, yachts had to offer better pay and leave to secure and retain experienced crew⁴.

Indeed, one crew agency report states “salaries are up generally for all crew,” but increases varied widely – from as little as 0.5% for junior stews up to 20% for pursers and 14% for ETO/AVIT engineers⁵. Specialized or senior roles saw the biggest raises, while junior roles barely budged.

By 2023–2024, the salary picture is mixed. The post-COVID hiring frenzy cooled as more crew returned, and many wages plateaued. Crew may be demanding higher pay in 2023, but they’re not necessarily receiving it². Still, some gains made during 2021–22 have stuck, and certain yachts continue to push salaries upward. In a recent 2024 survey of 2,500 crew, Quay Crew found it “positive to see” more yachts reviewing pay annually and improving packages⁵. However, the industry is splitting into two camps: Camp 1 with generous owners who regularly increase pay to attract and keep the best crew, and Camp 2 with programs that “can’t improve packages” and fall below industry-standard pay, who will struggle to retain talent⁵.

The COVID-19 Impact on Crew Wages

It’s impossible to discuss 2018–2025 without addressing COVID-19’s turbulent wake. The pandemic initially brought the yachting world to a standstill in 2020 – hiring froze and some crew were laid off or took pay cuts as yachts sat idle. By mid-2020, global yacht job openings had dropped sharply⁴.

But as the world adjusted, yachting rebounded fast. Private yachts became havens for socially-distanced travel, and by 2021, hiring roared back: YPI Crew saw a 45% jump in job requests from 2020 to 2021⁶. This hiring boom, combined with travel restrictions that limited new crew entering from places like Australia and South Africa, created a crew shortage.

Employers had to compete for experienced crew, often by offering higher salaries or better terms⁴. Some departments (like chefs and senior interior crew) saw notable pay raises and better leave schedules as part of these negotiations⁴. Essentially, COVID-19 temporarily jolted a stagnant wage pool – the “pandemic pay bump” – but once borders reopened and labor supply normalized, the underlying salary stagnation resurfaced.

Not all effects were negative: COVID also spurred conversations about crew welfare and quality of life. Longer rotations on board (due to travel bans) caused burnout, prompting many programs to reconsider leave and rotation once travel resumed.

Rotation Roles: Industry Sentiment in 2025

One of the hottest crew topics today is rotational positions – jobs where two (or more) crew members alternate time on/off (often “time for time” like 2 months on, 2 off), each drawing a year-round salary (although often discounted around 15–20%). Rotation programs in yachting have been steadily gaining favor, especially for senior roles. It’s already the norm for many engineers, and it’s grown significantly for captains and officers⁷. More mid-level crew – from bosuns to chief stews – are now eyeing rotation as well.

Why? After years of 24/7 schedules, the promise of work-life balance is enticing. Many experienced captains and crew consider rotation a well-earned reward for years of service¹, and a way to extend their careers without burning out.

On the employer side, yacht owners and management are coming around to the benefits too – albeit cautiously. Owners will pay for extra crew if they see an upside: improved crew longevity, better morale, and ultimately higher onboard performance¹. A happy, rested crew is more productive and likely to stay longer, saving the yacht from constant rehiring.

During the recent crew shortage, offering rotation became a competitive advantage to attract “top talent.” In fact, rotation (and increased leave) offerings have improved since 2022, with more senior crew on rotational schedules, and even junior crew now often getting 60–90 days leave instead of the old 30–45⁵. The trend is clear: rotation is no longer a rarity, but there’s still debate whether it’s a sustainable norm or a luxury only feasible on big-budget programs.

Pros of Rotational Positions

• Better Work-Life Balance (Crew): Rotation gives crew large blocks of time off to rest, see family, travel, or pursue personal interests – all while retaining a steady income. Many crew say this arrangement helps prevent burnout and allows them to stay in the industry longer¹.
• Higher Crew Retention (Owner): Crew who have adequate time to recharge are likelier to stay multiple years. This longevity means less turnover and training. A rested crew is a loyal crew¹.
• Attracting Top Talent (Owner/Crew): Rotation is increasingly seen as a premium perk. Yachts that offer rotation are more attractive to high-caliber captains, officers, and engineers¹.
• Improved Performance (Both): With proper rest and predictable schedules, crew return to work energized and focused. Owners benefit from sharper performance onboard – and fewer errors born of fatigue¹.
• Competitive Compensation (Crew): Although rotational roles typically pay about 15–20% less than full-time, crew still earn a strong salary for six months of active work. This “time-for-money” trade-off is appealing to many who value personal time as part of total compensation.

Cons of Rotational Positions

• Higher Cost (Owner): While not double the cost, rotation still increases payroll expenses. With two people sharing one role and each earning 80–85% of a full salary, the cost adds up – especially for senior roles¹.
• Reduced Continuity (Owner): With crew rotating in and out, differences in work style or standards can create inconsistency onboard. Effective handovers are essential, but still not foolproof.
• Slower Experience Accumulation (Crew): Crew on rotation only work about half the year, which means fewer sea days and slower progression toward qualifications or promotions¹.
• Entitlement Mindset (Industry): There’s concern that even junior crew now expect rotation from day one. This unrealistic expectation can limit job flexibility and challenge programs unable to offer it¹.
• Distorted Market Expectations (Industry): If rotation becomes standard across the board, salaries and staffing structures could shift unsustainably. Owners may face pressure to offer terms that don’t align with operational budgets or vessel size¹.

What Will Drive Meaningful Salary Growth?

After years of stagnation, real progress on yacht crew pay will require more than market pressure. Here are five key shifts that could move the needle:

• Crew Seen as Long-Term Assets: Owners who view crew as critical team members (not just line items) are more likely to invest in their retention through pay, benefits, and career development⁵.
• Transparency in Pay: More open salary data, like that shared by Dockwalk, Quay Crew, and YPI Crew, gives crew better leverage to negotiate fairly – and helps employers stay competitive²⁵⁴.
• Tighter Labor Market: If qualified crew remain in short supply while the number of yachts grows, salaries may climb out of necessity. Retaining experienced crew will be key.
• Standardized Raises: More yachts are reviewing pay annually, introducing merit-based raises or inflation adjustments. This is a simple but effective way to keep pay in step with expectations⁵.
• Improved Quality of Life: Offering better leave, mental health support, training budgets, and rotation options can improve crew satisfaction and reduce turnover – justifying higher compensation over time.

Conclusion

Yacht crew salaries from 2018 to 2025 have seen only lukewarm growth. While COVID-19 brought a temporary “pay bump,” many crew still feel stuck at 2010-era wages despite rising responsibilities and living costs. Rotation has helped improve work-life balance and retention, but it’s not a silver bullet – especially with the added costs and logistical demands.

To truly raise the bar on crew compensation, the industry must invest in people as passionately as it invests in vessels. That shift in mindset – backed by structure and transparency – may finally launch a new tide in pay, stability, and longevity for professional yacht crew.

References

1. https://www.superyachtcontent.com/the-crew-mess/yacht-crew-rotational-jobs/
2. https://www.dockwalk.com/jobs/salary-guide
3. https://www.dockwalk.com/crewlife/crew-supply-and-demand
4. https://www.marinebusinessworld.com/news/247800/YPI-Crews-2022-salary-report-is-out
5. https://quaycrew.com/blog/superyacht-crew-salary-survey-2024/
6. https://www.ypicrew.com/ypi-crew-annual-report-2021-marked-45-increase-in-job-requests
7. https://www.dockwalk.com/features/rise-in-request-for-rotational-yacht-crew-roles
8. https://www.northropandjohnson.com/crew-placement/yacht-crew-news/yacht-crew-salaries-the-current-state