Renewed conflict in the Middle East may seem far away, but the reality is that it impacts areas where there are many ex-pats and has something of a butterfly effect for global travel due to Dubai and Abu Dhabi operating as major international travel hubs. The conflict may cause disruption for businesses which have operations in the Middle East in particular, but there could be a knock-on effect for those who have staff currently on holiday or planning travel to an affected area.
Business travel in the Middle East
For companies that have business in the Middle East, particularly for those who expect staff to fly from the UK for meetings or the like, prior to any proposed travel, risk assessments should be updated and there should be clear plans for relocation or evacuation in the event the situation deteriorates. Currently it is problematic to fly in and out of the Middle East in any event, but if air travel into the region becomes easier, given the current government advice is to avoid all but essential travel to the region, it will still be problematic to expect staff to go. If travel to the Middle East is genuinely essential, any proposals to send staff out there should be discussed with them and their wishes and concerns taken into account. It may well be that staff are unwilling to travel to the region given the current situation and it is likely that while the conflict continues, in most instances they would be entitled to decline to do so, particularly if the government advice remains the same.
If UK based staff were in the Middle East for work when the conflict broke out and are unable to get home, employers should take practical steps to ensure that they are doing what they can to arrange transport out of the area if that is an option and that in the meantime they are covering the costs of the extended stay for any effected individuals. Employers should be mindful that this is likely to be very stressful and take steps to monitor and support the wellbeing of employees who are affected. While it may be possible for stranded employees to work remotely, keep in mind that the ability to work at normal capacity may be diminished given the other factors at play.
Holidays planned and present
Equally, there may be employees who are currently on holiday who were scheduled to fly either from or through a Middle Eastern airport meaning that their time off may have to be extended should they be unable to get home. On the other hand, it may be that staff have holidays booked which will now have to be cancelled. Where possible, collaborate with those whose holiday time is affected to come up with a solution that works for both parties. In the case of those unable to get home, discuss options for them to work remotely if that is possible and if it is not, consider whether they will need to take additional annual leave, unpaid leave or if the company is prepared to exercise its discretion on this occasion and offer paid leave until they are able to get home. For those where holidays have been cancelled, if they wish to cancel and rebook annual leave, this should be allowed wherever possible, but equally, if they decide to take the time off anyway, they are entitled to do so.
While unforeseen disruption is never ideal, managing issues in a fair and compassionate manner, particularly in situations where employees may be worried or disappointed, will help to foster goodwill and hopefully lead to a collaborative approach to finding solutions making the situation more manageable and less stressful for everyone involved.
