Princess Cruises is introducing three shipboard employment policies intended to give crew members clearer options when personal or family circumstances affect their ability to complete an assignment.

The changes cover unexpected departures, temporary stays in the country of disembarkation and requests to shorten future contracts for important family events. According to a company FAQ, the policies will apply to contracts issued on or after October 1, 2026.

Princess said the new framework is designed to provide more consistent rules covering eligibility, approvals, supporting documents, travel expenses and return-to-work expectations.

Unexpected departures from a ship

The new Unexpected Leavers Policy establishes categories for crew members who leave an assignment before its original end date or fail to return as scheduled.

These categories include compassionate leave, short-term personal leave, medical and non-medical disembarkation, resignation, termination and cases involving instructions from local authorities.

Eligible crew members facing an urgent family situation may receive company-funded compassionate leave. Supporting documents will be required, and the crew member is expected to return within the approved period.

If the documents are not immediately available, the crew member may initially have to pay the travel expenses. Reimbursement may be possible if eligibility is later confirmed. Evidence generally must be submitted within three weeks.

Crew members approved for short-term leave for non-compassionate personal reasons will be responsible for travel costs in both directions.

The proposed resignation terms also introduce a new division of repatriation expenses. A crew member providing at least 35 days’ notice would pay 50% of the cost, with Princess covering the other half. Those resigning without notice may have to pay the entire repatriation expense.

However, these conditions may not apply equally to every crew member. Contract type, flag-state requirements, union agreements and local laws could affect how the rules are implemented.

Leaving early or failing to return on the agreed date may also influence future assignments and rehire decisions.

Crew members can request Local Leave

The Local Leave Policy will allow eligible crew members to remain temporarily in the country where they disembark instead of immediately returning to their registered home airport.

Eligibility generally requires 12 months of service within a consecutive 30-month period. Officers with three stripes or more may qualify after completing one full contract.

Requests must be submitted to the Crew Office at least 45 days before disembarkation. Any request to change the company-arranged flight must be submitted at least 30 days before the leave begins. Late applications are expected to be rejected.

Crew members must have the correct visa or entry permission, travel insurance and a passport valid for at least six months at the time of repatriation. They will also be responsible for additional flight costs, cancellation charges and personal expenses connected with the stay.

The policy identifies two possible arrangements: Part Local Leave and Full Local Leave. Under Full Local Leave, a crew member with a confirmed future joining date may be required to arrange and pay for all travel independently.

Not everyone will qualify. Current policy drafts exclude some groups, including Filipino crew members where Philippine Department of Migrant Workers restrictions apply, guest entertainers, contractors, locums and accompanying travelers. Local Leave will also not generally be available during refits or newbuild shipyard standby periods.

Shorter contracts for major family events

A third policy will allow eligible crew members to request a shorter future assignment for a planned and significant family event.

Qualifying circumstances may include becoming a parent, the crew member’s wedding, a child’s wedding or a child’s graduation.

The original assignment must normally be at least four months long, while the requested reduction cannot exceed five weeks. This option will ordinarily be available once every three calendar years.

Requests and supporting documents must be submitted to the onboard HR Officer within the first 30 days of the assignment. Late requests may instead be treated as resignations, resulting in a higher contribution toward travel costs.

An approved crew member will contribute 35% of the embarkation flight cost, with a minimum payment of $150. Limited exceptions may allow up to eight weeks away for anticipated birth-related parental support.

Approval will not be automatic. Princess will consider safe-manning requirements, replacement coverage, the importance of the crew member’s role, operational continuity and the documents provided.

Once approved, the crew member will sign an addendum to the Seafarer Employment Agreement reflecting the revised contract dates and conditions.

Princess said the policies are part of its focus on crew welfare and improving life aboard its ships. Crew members are advised to obtain written approval before changing travel plans, as eligibility can vary depending on nationality, contract terms, immigration requirements and collective bargaining agreements.