Employee safety in high-risk areas is more than just a compliance requirement—it’s a core responsibility for businesses assigning staff to challenging environments. Duty of care responsibilities extend well beyond offering travel insurance and an emergency contact number. Protecting employees isn’t just a legal obligation; it’s an ethical commitment. In our experience, the most effective strategies ensure worker protection in dangerous regions before, during, and after an assignment.
Understanding Duty of Care Responsibilities in a Global Context
Duty of care responsibilities refer to an employer’s obligation to protect employees from undue risk. This includes:
- Conducting thorough risk assessments before deployment.
- Implementing preventative measures tailored to specific locations.
- Offering ongoing support for physical and mental well-being.
- Establishing emergency response plans that function in real-world scenarios.
A failure to meet employee welfare obligations can lead to legal, financial, and reputational consequences. But beyond compliance, businesses that take organisational care duties seriously perform better overall.
What Makes an Area High-Risk?
A high-risk area isn’t just a war zone. Several factors contribute to risk levels:
1. Political and Social Instability
- Civil unrest, riots, or hostility towards foreigners.
- Unpredictable government policies or sudden regulatory changes.
2. Security Threats
- High crime rates (theft, kidnapping, cyber threats).
- Terrorism risks targeting businesses or expatriates.
3. Health and Environmental Hazards
- High risk of infectious diseases, poor medical infrastructure.
- Natural disaster-prone locations (earthquakes, hurricanes, flooding).
By identifying these risks early, companies can make informed decisions about whether to proceed with an assignment and how to best ensure staff security in hazardous locations.
Comprehensive Risk Assessments: A Proactive Approach to Employee Safety in High-Risk Areas
A robust risk assessment is the foundation of any serious workplace safety commitment. This isn’t just about checking government travel advisories—although they’re a good starting point. Instead, businesses should:
- Analyse past incidents—have similar businesses faced security threats?
- Assess employee vulnerabilities—does the individual have specific medical needs or risk factors?
- Consider cultural risks—how will local attitudes towards gender, ethnicity, or sexuality impact safety?
Companies that work with security consultants and relocation specialists often see fewer incidents than those that rely on broad-stroke risk ratings.
Pre-Departure Training: Preparing for Employee Safety in High-Risk Areas
Many risks can be mitigated by preparing employees properly. Key elements of pre-deployment training include:
- Security awareness—how to blend in, avoid scams, and recognise potential dangers.
- Emergency response protocols—who to contact and what to do in different crisis scenarios.
- Cultural competency—understanding local customs to avoid unnecessary conflict or legal trouble.
Employees who receive proper training not only feel safer but also adjust to their new environment much faster.
Health and Well-Being Support: Beyond Physical Safety
Personnel safety in risky environments isn’t just about avoiding physical harm. Relocating to a high-risk area can be isolating and stressful, so companies must think holistically:
- Medical support: Access to private healthcare, vaccinations, and emergency evacuation plans.
- Mental health resources: Counselling services and regular check-ins with HR or wellbeing teams.
- Family considerations: If dependants are relocating too, their safety and support networks need equal attention.
Ignoring these factors can lead to burnout, assignment failure, or even legal liabilities if an employee’s health deteriorates due to lack of support.
Emergency Response Planning: Because Things Can and Do Go Wrong
Even with the best preparation, crises happen. The question is: will your employees know what to do?
A solid emergency response plan should cover:
- Evacuation procedures—who authorises an evacuation, and how is it executed?
- Communication channels—employees need reliable ways to check in with HQ.
- Crisis management teams—dedicated personnel to handle incidents and liaise with local authorities.
If your plan wouldn’t hold up in a real crisis, it needs revisiting.
Companies Specialising in Staff Security in Hazardous Locations
Many companies rely on specialised external providers to strengthen their workplace safety commitments. These firms offer services including real-time risk intelligence, security consulting, emergency evacuation, and repatriation support:
- International SOS: A prominent provider of medical and security assistance, travel risk management, and international healthcare services. They offer 24/7 assistance, medical and security evacuations, and real-time risk alerts. Their services are widely used by multinational corporations for employee safety.
- Control Risks: Specialises in political, security, and integrity risk consulting. They provide risk assessments, crisis management, and security solutions for businesses operating in challenging environments. They are well known for providing risk analysis data on various countries and regions.
- Crisis 24: Offers global security risk management, travel risk management, and crisis response services. Their services include real-time threat intelligence, security consulting, and emergency evacuation. They also provide tracking and communication tools.
- Everbridge: They provide travel risk management, crisis management, and security solutions. They have tracking platforms and provide 24/7 security assistance.
These companies use advanced technology, including real-time monitoring, GPS tracking, and communication platforms, to provide comprehensive support for businesses operating in high-risk locations.
Final Thoughts on Employee Safety in High-Risk Areas
Ensuring worker protection in dangerous regions isn’t just about compliance—it’s about doing the right thing. Companies that take a proactive, people-first approach don’t just reduce risk; they build trust, increase retention, and strengthen global operations.
At the end of the day, employees who feel genuinely supported are more engaged, more productive, and more willing to take on challenging international assignments.
So ask yourself: is your company’s approach to duty of care responsibilities truly protecting its people, or just ticking a box?
Speak to one of our experts or send a message today and find out how we can add value to your relocation programme.
