By definition, duty of care is an organisation’s obligation to ensure the safety and well-being of their employees – to avoid and actively protect employees from foreseeable injury. Sounds pretty straightforward, right? However, the world of global mobility opens up considerations and potential exposures to duty of care risks that may not be immediately apparent.
Safety vs well-being
Firstly, there’s the definition of ‘safety’ and ‘well-being’, and determining what measures are needed to proactively prevent risks. Safety can mean anything from having a plan to evacuate employees and their families in the event of political instability to ensuring that employee personal data is secure when being distributed to vendors to support the move.Well-being, on the other hand, is a little harder to define. Relocating is a stressful period, and the industry is rife with tales of failed moves, tearful spouses and children who are not adjusting to their new location. It’s arguable that taking every action to prevent the disruption and stress to the employee and their family also falls within the scope of the company’s duty of care.