Deploying personnel overseas carries substantial risk, across a number of areas.
If the worst were to happen, and a crisis or disaster were to affect your international workers, how would your organisation respond?
Employers operating globally-mobile workforces must be prepared.
The safety and well-being of your personnel are paramount. The speed and impact of your actions will come under considerable stakeholder scrutiny in the aftermath. Reputations are at stake.
This necessitates a robust crisis and disaster response procedure that specifically underpins your global mobility programme.
Crisis planning has to go beyond communications. There are specific risks and issues presented by international working which should be addressed when managing a crisis.
Mobility in times of crisis
Natural disasters, terrorist incidents, disease, civil unrest and violence; the list continues.
A crisis response plan should account for possible scenarios and clarify what is required, both of employees and you as the employer, to help minimise delay, maximise effectiveness and provide some cost control in the event of a crisis.
Taking a global approach, as opposed to region by region or country by country, to compliance provides greater scope for efficiencies and consistencies – particularly in a time of crisis when every second matters.
When devising your plan, there are a number of factors specifically affecting global mobility to take into consideration:
Evacuation
The security and safety of your employees is of primary importance. For the worst case scenario, you need to plan evacuation procedures.
You need to be armed with facts. Who is currently present in the affected area? Do you have an up to date record of all employees in the region? This includes all types of workers – assignees, local staff, permanent relocations.
A key area of risk here are business travellers. It is common for business travellers on short stay visits not to make relevant internal functions aware of their trip, often a genuine oversight. As an area of risk however employers should take proactive steps to reduce the potential risks presented by business travelling employees.
Also to be determined in advance is who will be covered by any evacuation? Assignees, dependants, local employees, business travellers, those on permanent relocation?
Complications can arise in relation to spouses or partners met by employees while on assignment – are they covered by your policy? This may give rise to immigration compliance issues as you need to ascertain the immigration status of partners or spouses, and their eligibility for any necessary emergency visas or permits.
You will also need to determine the nature of the evacuation, whether this will be to repatriate or to move to a nearby safe location? From an immigration compliance perspective, your approach will dictate the support required to secure emergency visas and entry clearance to move those affected.
Location
As well as the nature of the crisis, your response to a crisis will be heavily influenced by the country/ies involved.
Factors such as the local environment, infrastructure, political climate. For example, emerging economies may operate relatively poor emergency response services requiring more from employer support and assurance to safeguard the safety and security of personnel.
The location will also influence decisions around evacuation and/repatriation of personnel. Are there nearby safe locations? Can emergency visas be secured for those affected?
Liaison with local embassies, relevant authorities and diplomatic services will be crucial, ensuring you are aware of their latest advice and any directions that are issued. Who will take the lead on this from your organisation?
Expertise
Assembling the right team in the time of a crisis is critical. In a crisis affecting international workers, ensure you have ready access to immigration specialists to advise on and handle the relevant procedural requirements, and navigate local immigration rules, that will enable you to quickly move your personnel to safety.
For maximum efficiency, this will require knowledge of your global mobility programme – for example where to access required information relating to employees’ immigration status.
How to Take Control in an Overseas Crisis
Employees will rely on you as their employer in the event of an emergency.
They will rely on your local knowledge, your network of contacts, your infrastructure. Here are a few ways to ensure your mobility programme can support in times of crisis:
- Pre-assignment training – prepare assignees for scenarios and incidents while abroad. Clarify what is required and expected of the individual, and likewise of the organisation.
- Policies, processes, procedures – be prepared, keep them up to date, stress-test them.
- Data and knowledge – enable effective decision-making, particularly in times of crisis when time is short. Mobility process automation and systems integration support effective risk management through data capture and sharing. You want data to hand in times of crisis.
- Consistency – however you approach global mobility – centralised, decentralised – there will be a need across all regional branches for consistency in understanding and application of your crisis response protocol, to avoid confusion, delays, oversights or mistakes.
Crisis management is a huge area of risk for organisations. For those responsible for an international workforce, the task is immense.
As part of your crisis planning, ensuring you have given sufficient consideration to mobility and compliance issues will help to ensure a swift and effective response in a crisis.
We are experienced advisers on all areas of global mobility strategy, compliance and business immigration. If you have a specific query about immigration compliance in a crisis, please get in touch.
Global mobility compliance in a crisis FAQs
What is global mobility compliance in a crisis?
It involves adhering to immigration, tax, and employment regulations while managing employee mobility during unexpected events like natural disasters or political upheaval.
Why is compliance important during a crisis?
Ensuring compliance prevents legal and financial penalties, protects employees, and maintains business continuity under challenging circumstances.
What are common compliance challenges during a crisis?
Challenges include sudden changes in immigration rules, tax residency complications, disrupted travel, and difficulties in managing employee safety.
How can organisations prepare for mobility compliance in a crisis?
By creating contingency plans, staying updated on regulatory changes, and leveraging technology to track employee locations and compliance requirements.
What role does technology play in crisis management?
Technology can help monitor employee locations, automate compliance tracking, and provide real-time updates on regulatory changes.
How can businesses ensure employee safety during a crisis?
Employers should maintain clear communication, provide resources for emergency assistance, and work with local authorities or embassies when necessary.
Can employees work remotely in another country during a crisis?
Remote work may be possible, but it could trigger compliance issues such as tax liabilities, work permit requirements, or employment law conflicts.
What happens if immigration rules change suddenly during a crisis?
Organisations must act quickly to update visa and permit statuses, ensuring employees remain legally compliant in their host country.
Who is responsible for ensuring compliance during a crisis?
Global mobility teams, HR departments, and compliance officers work together to manage compliance while safeguarding employee welfare.
Are there specific tools to manage global mobility compliance in a crisis?
Yes, tools like mobility management software and compliance tracking platforms can streamline processes and reduce risks during a crisis.
Glossary
| Term | Definition |
|---|---|
| Global Mobility | The management of employee relocations across international borders for work purposes. |
| Compliance | Adhering to legal, tax, and immigration regulations to avoid penalties and maintain operations. |
| Crisis Management | Strategies and actions taken to address and mitigate the effects of unexpected events or emergencies. |
| Immigration Rules | The set of regulations governing entry, stay, and work permissions for foreign employees in a host country. |
| Tax Residency | The determination of an individual’s tax obligations based on the length of stay or work in a specific country. |
| Work Permit | Official authorisation allowing an individual to work legally in a foreign country. |
| Remote Work | Working from a location outside the employer’s office, which may include cross-border arrangements during a crisis. |
| Contingency Plan | A pre-prepared strategy to ensure business continuity and compliance during unforeseen disruptions. |
| Mobility Management Software | Digital tools used to track employee movements, manage compliance, and automate reporting during international assignments. |
| Real-Time Updates | Immediate information provided on regulatory changes, allowing businesses to adapt quickly during a crisis. |
| Business Continuity | Maintaining critical business operations during disruptions or emergencies. |
| Host Country | The country where an employee is temporarily relocated for work purposes. |
| Emergency Assistance | Support provided to employees during crises, including evacuation plans, medical care, and financial aid. |
| Regulatory Changes | Adjustments made to laws and rules by governments, often triggered by economic, political, or environmental crises. |
| Compliance Officer | A professional responsible for ensuring that an organisation adheres to legal and regulatory requirements. |
Author
Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.
She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.
Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals
