As the crisis in the Middle East continues to unfold, employers face urgent questions about their obligations to employees who are stranded abroad, unable to travel to work, or seeking to work remotely from affected regions. The situation raises complex legal and practical considerations that require careful navigation.

Aviation disruption across the region has been significant. Industry estimates suggest that more than 100,000 travelers may currently be stranded across Middle Eastern aviation hubs, with tens of thousands of flights cancelled or diverted since the escalation of hostilities in late February. Major transit hubs, including Dubai, Doha, Abu Dhabi, Muscat, and Manama, have experienced widespread disruption, leaving employees and business travelers unable to return home or resume normal travel schedules.

Quick Hits

• Employees stranded in affected regions may be entitled to continued pay even if unable to perform their duties, depending on jurisdiction and the reason for their absence.
• Remote work arrangements may be required as a reasonable accommodation where travel is unsafe or impossible.
• Employers should review existing policies on emergency leave, force majeure provisions, and business continuity plans.
• Tax and immigration implications of extended remote work from abroad require urgent attention.
• Government authorities in several Gulf states have begun introducing limited immigration flexibility measures, such as waiving overstay penalties for travelers...

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