The ongoing geopolitical events in the Middle East are creating significant operational and workforce challenges for employers across the region. While the legal framework in jurisdictions such as the UAE, KSA, and other GCC countries has not fundamentally changed in response to the current crisis, the application of existing employment laws in a crisis context raises a number of important considerations. This update highlights the key legal and practical issues employers should be addressing when managing employees during this period.

Duty of Care and Workplace Safety

Employers remain subject to a fundamental duty to provide a safe working environment. While this duty does not impose additional obligations arising from the present conflict, nevertheless, employers may wish to consider conducting risk assessments in light of security or travel concerns; adjusting working arrangements (e.g. remote working, flexible hours); and implementing emergency response and communication protocols.

An additional factor which can be overlooked is an employee’s mental wellbeing during this period of heightened tension. Therefore additional steps may be

• offering access to, or reminding staff of access to, Employee Assistance Programmes;
• conducting regular check-ins with staff, including online check-ins where employees are working remotely; and
• keeping staff up to date on the steps already taken by the employer, or to be considered in the event the conflict escalates, to manage anxiety.
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