We recently spoke with Sherry Wertz, the Director of the Cruise Division at MHG Insurance, about the evolution of Crew Benefits in the cruise industry, emerging trends, and how cruise employers are improving their benefits to address challenges in attracting and retaining talent.

With over 30 years of experience in the cruise industry, Sherry is a well-recognized authority on Crew Benefits. Her career began onboard before she transitioned into senior management roles across multiple cruise lines, concessionaires, and companies supporting the cruise sector. Sherry’s extensive industry knowledge and Crew Benefits expertise allow her to connect easily with both seagoing crew members and corporate leaders, understand their challenges, and provide effective solutions.

Let’s dive in! 

 

Q: MHG has been providing insurance advice and guidance to the cruise industry for over 30 years. How have Crew Benefits, and the industry's approach to providing them, evolved during that time?

Years ago, health benefits were mostly just for senior officers in the Deck and Engine departments. But that’s really changed. More and more employers are seeing the value in offering health coverage to all officers and crew. Offering some form of healthcare coverage not only supports the well-being of employees but also benefits employers by creating a healthier, happier, and more productive workforce.

 

Q: What key factors have driven these changes, from regulatory requirements to shifting crew expectations?

The Maritime Labour Convention, or MLC, really helped set the standard for protecting the welfare of crew at sea. It holds cruise lines accountable and makes sure they’re meeting those requirements. On top of that, with so much information available online now, crew members are more informed than ever. They know their rights, understand what fair treatment looks like, and are more aware of the standards that should be in place.

 

 

Q: With attraction and retention continuing to be a challenge, how does investing in Crew Health insurance impact recruitment and long-term retention of officers and crew?

Competitive recruitment is essential. Many officers and crew are looking for employers who value their contributions. Providing a strong Crew Benefits package is a powerful way to show that appreciation and stand out as an employer of choice.

 

Q: What are cruise lines doing to differentiate their benefits packages to stay competitive in attracting and retaining top talent?

More and more cruise employers are expressing interest in offering retirement or loyalty bonus packages to their officers and crew. These plans can be started with just a small group of participants and a modest investment, then allowing them to grow over time. It’s a great way to help your team plan for the future while also encouraging them to stay with you. While we don’t handle this directly, we work closely with a trusted financial services partner who has over 40 years of experience in this area.

Q: Are there specific benefits that have been particularly effective in improving crew satisfaction and engagement?

Dependent coverage, for sure! Crew members appreciate being able to add their spouse or children to the health insurance plan. Even if the crew member has Vacation Only coverage, the dependent coverage is in effect year-round, offering their families continuous coverage and peace of mind.

Q: Based on your experience, is medical coverage still the most valued benefit among crew, or are other benefits gaining importance?

Yes, medical coverage is still the number one benefit that officers and crew really value.

Q: Costs are always a concern. How can cruise lines strike the right balance between offering competitive coverage and managing expenses effectively?

Providing a Vacation Only plan for a small group of officers and crew can be a good option for employers wanting to provide benefits but who may have a tight budget. Another option may be to select a higher deductible, which helps keep costs down while still giving your crew meaningful coverage. It’s all about finding the balance between value and expense.

Q: Are there cost-effective ways to enhance coverage without significantly increasing premiums?

Again, higher deductibles can help manage costs while still offering valuable coverage. Make sure you’re also tailoring the plan to your crew. For example, if the insured population does not include U.S.-based members, excluding U.S. coverage can lower costs while making the plan fit your team’s needs better. It’s really about adjusting the plan to what makes sense for your crew.

 

Q: What advice would you give to smaller, boutique cruise lines that have recently entered the market and may not have an established crew benefits program yet?

Start small. Consider offering a Vacation Only plan with a deductible to your senior officers. It’s a smart way to keep costs manageable while still giving your crew meaningful benefits. Plus, it sets a solid foundation you can build on as your Crew Benefits program grows down the road.

Q: Looking ahead, what Crew Benefits trends should the cruise industry be preparing for over the next 5 to 10 years?

Start preparing now to expand your benefits. Medical for officers, crew, and their dependents is key now, but employers should be looking to add Long Term Disability and Life insurance as well as Retirement or Loyalty Bonus-type packages in the future.

 

Q: Is there anything else that cruise line management may not be thinking about when it comes to Crew Benefits, but should be?

I think crew mental health and overall well-being deserve far more attention. While organizations like ISWAN offer valuable resources such as Seafarer Help, I’d like to see more cruise line employers take a more proactive role in championing mental health support onboard.

Having worked at sea, I know how rewarding a career at sea can be but also how isolating and challenging it is sometimes. Making mental health resources more visible, accessible, and embedded in company culture could make a significant difference in crew morale, productivity, and retention.

 

Q: MHG introduced benefits to the industry over 30 years ago. What do you think keeps us competitive and at the forefront of the industry today?

It is our expertise and our commitment to client service. Clients say we take the time to understand their insurance needs and respond quicker to their questions and requests than anyone else they've worked with. Some have even asked if they're our only cruise client, which is the ultimate compliment and says a lot about how personalized our service feels. Just a few weeks ago, we got that kind of feedback again.

Officers and crew also regularly thank us for being there for them, whether answering coverage questions or helping with claims. We enjoy our jobs and genuinely care. That really makes us stand out.

Thank you, Sherry, for sharing your Crew Health expertise with us. Your passion for the cruise industry and dedication to helping employers offer the best possible benefits really shines through. MHG is known for providing expert guidance and personalized service that truly makes a difference for both employers and crew. To learn more, visit mhginsurance.com or get in touch with us directly.