Five Things Employers Should Know Before Relocating Talent Abroad

December 9, 20168:49 am305 views

Meeting duty of care obligations when an employee travels abroad is much more than a box-ticking exercise – and it needs to start well before an assignment overseas. Here are some pre-travel tips for employers to weigh on the pros and cons, before relocating talent in International waters.

  1. Health

Be prepared for every eventuality – and go well beyond pre-travel vaccinations. Just for a start, you need to think about the current health needs of your employee/s. For instance, do they rely on regular prescriptions or are they diabetic – and do accompanying family members suffer from any medical conditions?

Also find out about the capabilities and limitations of local routine medical and dental care in situations. Will it meet your employee’s needs or will you have to provide access to extra support? And you’ll need to know about the prevalence of contagious diseases, rabid dogs, poisonous stings and unsafe drinking water, as well as the suitability and accessibility of emergency care.

Above all, make sure your employees can take the right precautions and know exactly what to do and who to contact in a situation of emergency.

  1. Security

Find out if the political situation is stable and if conflict or terrorism is likely to strike in the future – and remember that things can change quickly. Is it safe for your employee to walk around alone at night or during the day, or is kidnapping and mugging prevalent?

Do they know how to avoid unwelcome attention and cultural clashes? What about protecting themselves against credit card or mobile phone cloning or insecure Wi-Fi networks? It’s up to you to have the right processes in place to keep them safe and to make sure they know how to mitigate risk and react to security threats.

See: HRs to Note When Relocating Employees Overseas

  1. Environment

Get advice about the climate. Is there a danger of excessive heat or cold? Are earthquakes, hurricanes or floods likely? Let your employee know the procedure if a natural disaster strikes. And educate them about heatstroke and other heat-related problems, or how best to cope in plunging temperatures.

  1. Emergency assistance

How will you locate your employee/s if an emergency strikes? Could an evacuation be implemented quickly and what would it involve? How do you know that your emergency planning will work?

Will your staff know exactly what to do? A matter of minutes can turn a minor incident into a catastrophe, however planning ahead with real-life scenarios can help avert this.

  1. Reassurance

Make sure your employees feel supported and prepared, not just for their destinations but also for their journeys. Many employers forget that travel itself can be hazardous, especially if it involves crossing high-risk countries.

Anticipate the risks before a deployment overseas and put in place the appropriate safeguards, training and procedures. You won’t just be meeting duty of care obligations, but you’ll also be investing in a safe and productive workforce.

Also read: International Talent Mobility: Understand the Challenges, Considerations and Strategies from Lee Quane

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