Why do so many seafarers leave their careers at sea earlier than expected? Discover the top 12 reasons—from fatigue and family pressures to automation and mental health—and explore what the maritime industry can do to retain talent.”
The Hidden Tide of Early Departures
Shipping moves around 90% of global trade (UNCTAD, 2023). Yet, behind every cargo movement lies a workforce of seafarers whose careers often end sooner than planned. Many cadets enter maritime academies with dreams of adventure, global travel, and secure income. But studies reveal a different reality: high dropout rates, with some leaving after only a few contracts.
Why do so many seafarers quit the sea early? The reasons are complex—ranging from health and wellbeing to systemic industry challenges. Understanding these drivers is essential not just for maritime employers, but also for policymakers, educators, and future generations of sailors.
Why This Topic Matters
The maritime industry already faces a shortage of qualified officers, with BIMCO and ICS projecting a global shortfall of nearly 90,000 officers by 2026. If seafarers continue to leave early, the pressure on global supply chains will intensify.
Beyond workforce numbers, early exits reflect deeper issues of sustainability and welfare. The IMO, ITF, and ISWAN have repeatedly stressed that seafarer retention is as critical as recruitment.
The Top 12 Reasons Seafarers Quit the Sea Early
1. Long Periods Away from Family and Friends
Life at sea often means 6–9 months of separation from loved ones. For young officers, this can mean missing weddings, births, and major life milestones. Over time, the sacrifice weighs heavily, pushing many to choose shore-based work.
Real Example: During the COVID-19 pandemic, some seafarers were stranded at sea for over 18 months due to crew-change restrictions (IMO, 2020). The psychological toll accelerated resignations worldwide.
2. Mental Health Challenges and Isolation
Life onboard can be isolating. A 2022 ISWAN survey reported that one in five seafarers struggles with depression or anxiety. Limited internet access and lack of privacy intensify the problem, leading many to question the long-term viability of life at sea.
3. Harsh Working Conditions and Fatigue
Seafarers often endure 12–14 hour shifts, heavy machinery risks, and unpredictable weather. Fatigue has been directly linked to accidents (MAIB, 2021). Younger generations, increasingly aware of work-life balance, are less willing to tolerate such extremes.
4. Health Issues and Limited Medical Access
While ships carry medical kits and telemedicine links, serious health issues remain daunting. For many, the fear of falling ill far from advanced care contributes to their decision to leave.
Statistics: The ILO highlights that cardiovascular problems and accidents are among the leading causes of seafarer deaths.
5. Career Uncertainty and Limited Growth
Not every cadet makes it to the rank of captain or chief engineer. With fewer opportunities for promotion and high competition, some seafarers see limited long-term prospects. They often switch to shore-based maritime jobs (e.g., surveyors, port officers).
6. Safety Concerns and Piracy Threats
Though piracy rates have declined since their peak in 2010, areas like the Gulf of Guinea still pose risks. Even the perception of danger is enough to push seafarers—especially those with families—to reconsider their career paths.
7. Poor Treatment and Exploitation
Cases of wage disputes, abandonment, and contract manipulation still occur, particularly in smaller shipping companies. The ITF frequently highlights cases where seafarers are denied timely wages or left stranded in foreign ports.
8. Technology and Automation Pressures
Younger seafarers increasingly believe that automation will reduce career stability. With discussions around autonomous ships gaining traction, many feel uncertain about investing decades at sea.
9. Cultural and Social Isolation
Crews today are multinational, often with over a dozen nationalities onboard. While enriching, it can also lead to cultural clashes, loneliness, and lack of camaraderie, particularly for cadets on their first contracts.
10. Better Opportunities Ashore
Many seafarers eventually discover that shore-based maritime industries—such as logistics, ship management, and offshore wind—offer competitive pay without the sacrifices of long voyages. For some, even unrelated jobs ashore seem more attractive.
11. Environmental Stressors and Climate Change
Seafarers are at the frontline of climate change impacts, from navigating stronger typhoons to stricter emissions regulations. The constant adaptation adds pressure, with some preferring more stable environments ashore.
12. Generational Shifts in Work Expectations
Younger seafarers (Millennials, Gen Z) often value flexibility, digital connectivity, and mental wellbeing more than previous generations. When the industry cannot meet these expectations, attrition rises.
Case Studies: Voices from the Sea
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Cadets from the Philippines (2021): A survey by WMU revealed that 42% considered leaving the industry after just two contracts due to loneliness and fatigue.
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European Officers (2022): Research published in Maritime Policy & Management showed that many left early for stable family life ashore, despite higher seafaring salaries.
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COVID Crew Crisis: Thousands stranded beyond contract limits provided a stark example of systemic weaknesses in seafarer welfare.
Challenges for the Maritime Industry
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Retention is not just about salaries—it requires holistic welfare programs.
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Regulatory frameworks (e.g., MLC 2006) provide minimum protections but enforcement remains uneven.
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Crew change crises and recruitment gaps highlight the need for resilient global systems.
Possible Solutions
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Shorter Contracts: Reducing deployment lengths from 9 to 4–6 months.
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Enhanced Connectivity: Affordable internet access onboard as a basic right.
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Mental Health Programs: Confidential counselling, peer-support networks, and ISWAN helplines.
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Career Pathways: Stronger transitions from sea to shore jobs, supported by shipping companies.
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Diversity and Inclusion: Fostering cultural awareness training and supportive environments.
FAQ: Seafarer Attrition Explained
Q1: What is the average career length of a seafarer?
Many officers leave within 10–15 years, though some exit after only 2–3 contracts.
Q2: Do higher wages keep seafarers longer?
Not always. Surveys show that wellbeing and family time are equally, if not more, important.
Q3: Are seafarers more likely to quit now than before?
Yes. Younger generations expect different work-life balances, making early exits more common.
Q4: Which ranks quit most often?
Cadets and junior officers are most vulnerable to early attrition.
Q5: What role does mental health play?
A significant one. ISWAN notes rising calls to helplines from seafarers reporting depression and anxiety.
Q6: Can automation reduce attrition?
It may reduce some stressors but also creates fears of job insecurity.
Q7: What can shipping companies do immediately?
Invest in connectivity, fair contracts, and visible career development plans.
Conclusion: Charting a Course Toward Retention
Seafaring has always been demanding, but today’s pressures—from long absences to digital disconnection—make early attrition a pressing concern. If the maritime industry is to thrive, it must not only recruit new talent but also create conditions where seafarers want to stay.
This is more than a workforce issue—it is about the resilience of global trade itself. By listening to seafarers’ voices and implementing genuine reforms, the industry can ensure that careers at sea remain not just survivable, but sustainable.
👉 For maritime students and professionals, this is both a warning and a call: the sea still offers adventure and opportunity, but only if industry and regulators rise to the challenge of protecting the people who keep trade moving.