This Guide offers concrete yet robust insight into the realm of the well-being and welfare of naval officers and how this is connected to the Social (S) element of ESG (Environmental, Social and Governance). For the shipping industry specifically, the S element of ESG translates to a wide range of policies surrounding the working conditions for the crew on-board, safety measures, crew satisfaction, the crew’s well-being and the representation of women in crew lists, among others. The Guide explores key standards that exist in relation to the S element of ESG with reference to the Maritime Labour Convention which came into force in 2013 as widely known as the “seafarers’ bill of rights,” which has had a unique effect on both seafarers and ship owners. The Guide takes account of the basic areas covered by the Convention, such as those of food and catering, recruitment and placement services, onboard medical care and accommodation, employment agreements, repatriation at the end of contract, seafarers’ complaint handling and minimum age, among others. The Guide also offers a few examples with reference to recent surveys, studies and scholarly work as regards the occupational hazards for naval personnel that relates to the S aspect of ESG, namely being underappreciated, lack of shore leave, inability to contact family, feeling overburdened and disconnected. The Guide targets the key areas which companies and marine insurers can focus on to promote seafarer well-being in light of the issues it identifies while it also provides concrete examples of social internation, shipboard culture and mental health education. A checklist is also provided that market actors can follow to better ensure compliance with the S of the ESG standards. The checklist includes indicatively, complying with the Maritime Labour Convention (MLC), supporting members in labour disputes with crew or their unions, offering psychological first aid on board and developing a process for assessment and compliance by using crew questionnaires and dialogue. Finally, the guide offers alternatives for stakeholder engagement to prevent issues escalating to a complaint’s procedure.