Employers with staff based overseas are being urged to strengthen their approach to risk and employee support, as concerns grow around political instability, environmental threats and health emergencies.
In its latest research, employee benefits consultancy firm Everywhen found that 21% of employers with overseas staff are concerned about political unrest, conflict or war. A further 18% cite environmental threats such as floods, while 22% are worried about medical outbreaks such as a pandemic.
Employers have a duty of care to ensure that appropriate support is in place before incidents occur. This includes understanding the risks associated with each location where staff are based, as well as the potential impact on individuals and wider regions. Without clear preparation, organisations may struggle to respond effectively when situations escalate.
Sarah Dennis, head of international at Everywhen, said, “Unrest, conflict, natural disasters and medical outbreaks can happen at any time and in any location, and situations can escalate quickly. It’s vital that support is in place beforehand, and that both employers and employees know what the protocols are in such an event.”
Clear Protocols and Communication
Preparation requires employers to establish clear protocols that can be activated quickly when needed. This includes defining how incidents are managed, how employees are supported and how information is shared during a crisis. Both employers and employees must understand these processes in advance, rather than reacting to events as they unfold.
Access to reliable guidance is also a key part of preparedness. Employers are advised to seek information from reputable sources, such as the Foreign, Commonwealth and Development Office (FCDO), to ensure that decisions are based on accurate and up-to-date intelligence. Specialist advisers can also support organisations in identifying potential risks and developing appropriate response plans.
Communication plays a central role in managing risk. Employers need systems in place to trace staff, maintain contact and provide timely updates, alerts and advice. This ensures that employees remain informed and supported, particularly in fast-moving situations where conditions may change rapidly.
Employees also need to understand how to prepare themselves. In the event of unrest or conflict, guidance such as Stand Fast or Shelter in Place may be issued, and staff should know what this involves in practical terms. This can include preparing a Shelter in Place kit with drinking water and non-perishable food, ensuring they are ready to remain safe if movement is restricted.
Emergency Planning and Employee Preparedness
Robust evacuation and relocation plans are another essential element of employer responsibility. These plans should be developed in advance, with clear roles and expectations for both employers and employees. Being prepared for relocation can reduce uncertainty and help ensure a coordinated response if conditions require staff to move quickly.
Global employers must maintain a clear understanding of the environments in which they operate, including how risks may develop across different regions. Planning should account for a range of scenarios, from localised disruption to wider regional impacts, to ensure that responses remain effective under different conditions.
Dennis added, “We can’t stress enough how important it is for employers to prepare for emergencies beforehand. The good news is that support is available, and experts are on hand to help. We’d very much encourage employers to make the most of the specialist support available.”