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Driven by globalization, strategic alliances, and a surge in cross-border mergers and acquisitions, which have reached over $2.6 trillion globally in 2025, international business expansion through partnerships and collaborative ventures is rapidly reshaping corporate growth worldwide.
This rise in international activity brings the safety of expatriate employees to the forefront for multinational organizations, especially as nearly a quarter of global risk experts identify state-based armed conflict, including proxy wars and terrorism, as the leading threat for the year.
So, as geopolitical tensions escalate and international assignments grow, duty of care emerges as both a legal and ethical imperative for employers.
Best Practices for International Duty of Care
Understanding duty of care in corporate security includes adopting a proactive, employee-centered approach to safeguarding personnel working and traveling abroad. It requires a strategy that identifies potential risks early, evaluates their likelihood and potential impact on individuals, and implements timely measures to prevent harm or ensure swift response.
While best practices for an international duty of care program are very similar to general security practices, there are nuances and things to consider when cross-border travel is to be considered.
7 Best Practices for International Duty of Care Programs
Advanced Threat Detection and Monitoring
Continuously surveil not only mainstream but also fringe and emerging threat environments—including geopolitical developments, civil unrest, and health crises—to identify risks that could affect expatriate and traveling employees before they escalate. Leverage geospatial intelligence and real-time alerts for dynamic situational awareness.
Comprehensive Risk Assessment
Conduct in-depth, location-specific risk assessments that incorporate political, security, health, and environmental factors. Assessments should be updated regularly and tailored to the intended activities and travel itineraries of mobile employees, accounting for rapidly changing conditions in global hotspots.
Security Policies and Protocols
Develop and enforce security policies that address international travel, remote work, and residence overseas. Include clear guidelines for communication protocols, emergency contacts, and escalation procedures, ensuring policies comply with local laws while aligning with global standards.
Employee Training and Preparedness
Provide culturally aware, relevant training that informs employees about risks specific to their destinations and equips them with skills in personal security, conflict de-escalation, and emergency response. Incorporate scenario-based tabletop exercises that simulate likely crises to reinforce preparedness among security teams and mobile staff alike.
Comprehensive Travel Security Measures
Implement thorough travel protocols, including pre-travel security briefings, real-time monitoring during travel, and immediate response capabilities. Ensure travel itineraries, accommodations, and transportation options have been vetted for safety and contingency plans are in place.
Dynamic Crisis Management and Communication Plans
Maintain crisis management frameworks that can be rapidly adapted to emerging threats and diverse regional risks. Establish multi-channel communication strategies to keep expatriates informed and connected during incidents, supported by partnerships with local response organizations and global crisis management experts.
Ongoing Review and Continuous Improvement
Institute regular cycles of program evaluation that incorporate lessons learned from incidents, evolving geopolitical intelligence, and employee feedback. Stay agile by integrating new tools, technologies, and best practices to keep pace with the shifting international risks.
Real-World Expatriate Security Use Cases: Proactive and Reactive Duty of Care
The statistics are sobering; a recent survey found that 62% of organizations believe their globally mobile employees are exposed to significant risks when traveling or residing abroad, and nearly half have encountered security threats for their mobile workforce in the past year, with medical emergencies, political unrest, and natural disasters among the most common triggers.
Let’s look at real-world examples below of duty of care in the mobile workforce and lessons learned to explore this topic further.
Proactive Responses:
Pharmaceutical Company in Hong Kong Protests (2019)
During the months of civil unrest in Hong Kong, a leading pharmaceutical company tracked rising tensions and proactively conducted country risk assessments for their expatriate staff. They provided daily security briefings, arranged safe transport between residences and offices, and established a hotline for real-time incident reporting. When protests escalated near their field sites, the company executed a pre-existing evacuation plan, moving essential staff to alternative housing outside central protest zones. No injuries were reported, and operations resumed safely after conditions stabilized.
Energy Company in Ukraine (2022–2023)
In the lead-up to the full-scale conflict in Ukraine, one energy multinational leveraged intelligence platforms to continuously monitor the security environment for their expatriate and local teams. Dynamic threat alerts enabled leadership to close regional offices in Kyiv days before hostilities intensified. They arranged charter evacuations out of the country, provided psychological support, and maintained regular check-ins for those remaining. Most staff were safely relocated, while continuing business remotely.
Proactive companies, as seen in the above two examples, consistently monitor risk environments, establish crisis response teams, and communicate transparently with their mobile employees. They use real-time intelligence tools, invest in local partnerships, and rehearse evacuation protocols—empowering staff with actionable guidance and access to resources when unplanned events erupt.
Reactive and Inadequate Response
Technology Firm in Nigeria (2022)
A significant technology firm sent expatriate IT engineers to Nigeria during a period of rising militant attacks in the Niger Delta. Despite security warnings, the company did not conduct a full risk assessment or adjust their travel protocols. When a kidnapping event targeted oil infrastructure and nearby foreign nationals, the company's staff were left without guidance or access to emergency services. Delays in evacuation and a lack of coordinated assistance resulted in trauma and reputational damage for the firm. In this case, it was a failure to update crisis plans or monitor volatile areas in real-time that exposed expatriates to unnecessary risk and the company to legal liability.
“In an interconnected yet unpredictable world, business leaders cannot afford to treat duty of care as a box-ticking exercise. Robust risk management, proactive monitoring, and clear crisis protocols are the foundation for safeguarding globally mobile employees.”
~ KPMG’s global security advisory
The Wrap Up
As global events unfold with escalating unpredictability, from political instability and civil unrest to natural disasters and health crises, the paramount importance of safeguarding expatriate employees becomes strikingly clear.
This demands a proactive approach that seamlessly integrates advanced risk intelligence with sophisticated organizational planning. Utilizing data analytics, real-time threat monitoring, and expert geopolitical analysis will aid organizations in anticipating potential dangers and developing mitigation strategies. It's about foresight, preparedness, and building a resilient framework that can withstand unforeseen challenges.
Furthermore, a strong commitment to duty of care extends beyond the immediate safety of individuals. It is a powerful demonstration of responsible leadership in a challenging and often volatile era. Companies that prioritize the well-being of their global workforce not only fulfill their ethical and legal obligations but also cultivate trust, enhance employee morale, and their reputation as a compassionate and responsible employer.