The ongoing conflict in the Middle East has led to widespread airspace closures, mass flight cancellations and major travel chaos across the region and beyond. With international travel plans thrown into disarray, many UK employers are now facing a new workplace challenge: supporting employees stranded abroad while balancing legal obligations around pay, absence and employee wellbeing in an unpredictable global crisis.
Whether staff were travelling for business or personal reasons, organisations must now navigate complex decisions around pay entitlement, annual leave, remote working and operational cover — all while maintaining fairness, consistency and clear communication.
Main HR Considerations
When dealing with employees stranded abroad due to travel disruption caused by conflict or airspace closures, employers should approach the situation calmly and systematically. While the circumstances are outside both parties’ control, there are still key employment law and practical considerations to assess.
1. The reason for travel
Was the employee overseas for annual leave, business travel, or a combination of both?
This distinction is important. Business travel may trigger stronger employer obligations around pay, expenses and duty of care.
2. The employee’s ability to return
Employers should establish:
- What steps the employee has taken to secure alternative travel
- Whether repatriation flights are available
- Whether government travel advice is preventing safe return
Open communication is essential. Employees should keep their employer updated, and employers should document discussions and agreed arrangements.
3. Can the employee work remotely?
If the employee has access to secure systems and can work productively, temporary remote working may be a practical solution. However, employers must consider data protection, insurance cover, immigration status and potential tax implications before confirming this arrangement.
4. Contractual and policy framework
Check:
- The employment contract
- Your annual leave policy
- Absence and pay provisions
- Business travel policy
Some policies may already outline how unexpected travel disruption is handled. If not, this situation may highlight a gap to address in future.
5. Fairness and consistency
Decisions should be reasonable and consistent across the organisation. Treating similar situations differently without justification can create employee relations issues and, in some cases, legal risk.
Above all, employers should balance commercial realities with empathy. Many employees stranded abroad may be experiencing uncertainty, stress or safety concerns. A measured, supportive approach will protect both your business and your workplace culture.
Pay Entitlement: Do You Have to Pay Employees Stranded Abroad?
Currently, there is no specific rules on this type of unexpected absence. Therefore, there is no automatic right to pay. This is because it is considered the employees responsibility to get to work. The obligation to pay under the contract of employment generally only applies where the employee is ready, willing and able to carry out their duties.
If your staff are unable to make it to work as their flight is delayed or cancelled, you are not obligated to pay them for the time not worked. This is even if the absence wasn’t their fault.
However, it is important to recognise that this is unusual circumstances and it is important to support staff during this worrying time. Therefore, you can give them the option to take additional annual leave if they have the entitlement, or take authorised unpaid leave.
If the employee was travelling for business
Where an employee becomes stranded during business travel, this is generally treated differently. As the travel was undertaken at the employer’s request, time spent delayed or unable to return would normally remain paid working time. Employers should also consider their duty of care, including assistance with alternative travel arrangements where appropriate.
Recommended Actions
Regular Communication
We recommend keeping regular contact with your staff to find out their wellbeing, how the situation is progressing, and return timelines if known.
Review Your Policies
Review your current policies before making any decisions. They policies may include:
- Travel disruption policies
- Flexible working options
- Annual leave
- Time‑off‑in‑lieu.
Duty of Care and Employee Wellbeing
When dealing with employees stranded abroad, legal obligations are only part of the picture. Employers also have a broader duty of care, particularly where staff were travelling for business purposes.
If the employee was overseas for work, you should:
- Maintain regular contact and welfare checks
- Assist with alternative travel arrangements where appropriate
- Ensure accommodation and safety needs are addressed
- Provide clarity around expenses and reimbursement
Even where the travel was personal, a supportive approach remains important. Employees may be facing significant stress, uncertainty or safety concerns, particularly in regions experiencing conflict or political instability.
Clear communication can reduce anxiety. Let employees know:
- Who their point of contact is
- What support is available
- How their absence and pay will be handled
If you have an Employee Assistance Programme or wellbeing support in place, remind affected staff that these services are available.
Taking a calm, empathetic and proportionate approach not only protects your organisation from risk, but also reinforces trust and engagement during a difficult situation.
Conclusion
The recent travel disruption highlights how quickly global events can create complex workplace challenges. When managing employees stranded abroad, there is no single answer. Decisions will depend on the reason for travel, the employee’s ability to work and what your contracts and policies allow.
Clear communication, fair decision-making and consistent application of policy are essential. By reviewing your travel and absence procedures now, you can ensure your organisation is better prepared to respond confidently and lawfully if similar disruption happens again. If you would like any HR advice, contact us today.
