The recent strikes on Iran by the US and Israel have caused disruption in travel for businesses with employees in the Middle East. As a result, companies have had to take swift action to ensure the safety and well-being of their employees.

Impacted regions. Countries that were once considered safe for Western businesses, such as the UAE and Qatar, have been directly affected by retaliatory strikes from Iran. This has led to some companies evacuating their employees, while others have allowed staff to temporarily relocate or work remotely. Citi and HSBC are among the banks that have instructed their employees to leave their offices in Dubai and Qatar, respectively, as reported by the New York Times.

In transit. With airspace closed or heavily limited in more than a dozen Middle Eastern countries, including Bahrain, Kuwait, Qatar, and the UAE, companies have had to be creative in assisting employees who are caught in the region on business travel. Oman has emerged as a common departure point for those unable to leave from cities like Dubai, which is home to the busiest international airport in the world.

Global Guardian, a global security and medical services company, has evacuated over 4,200 people from several countries in the Middle East since the conflict began. According to Seth Krummrich, VP of client risk management, the firm’s Emirati teams have picked up clients in Dubai and driven them to the border of Oman, where they have flown out of Muscat on commercial flights. As the commercial flights became more crowded, Global Guardian arranged charter flights for their clients. They have also facilitated similar arrangements for clients traveling from Doha, Qatar, flying them out of neighboring Riyadh, Saudi Arabia.

On the ground. HR teams are also working to support employees who are permanently based in the Middle East, whether as expats or local hires. Employers’ obligations will vary depending on the type of contract they have with their workers in the region. Employees who are assigned to work overseas are typically covered by “duty of care,” which refers to businesses’ legal and ethical responsibility to ensure the health and safety of their employees while they are abroad.

However, with a large number of foreign nationals employed as local hires in cities like Dubai, Abu Dhabi, and Doha, companies’ legal obligations may be less stringent. Nonetheless, they are still considering how to take care of their employees. Some common actions employers are taking include allowing employees to temporarily relocate or work remotely. However, HR teams must also be mindful of compliance concerns, as these arrangements may have implications for taxes or work authorization.

Cultural considerations. When managing a global workforce, HR teams must also take into account how cultural differences can affect how employees process information during situations like this. According to Franciscus Vermeer, a cross-cultural HR consultant, during uncertain times, it is better to provide concrete information rather than abstract, as employees want certainty. Therefore, clear and direct messaging is essential for employees during this time.