Jessica JohnsonAs the Iran-Israel conflict enters its fourth week with over 1,400 reported casualties and escalating regional instability, thousands of Australian expatriates working in the Middle East face unprecedented uncertainty. Australia's Department of Foreign Affairs and Trade issued "Do Not Travel" advisories for both Iran and Israel on 28 February 2026, raising urgent questions about employer obligations and worker rights under Australian law.
The conflict, which began with a US-Israel military campaign against Iran on 28 February 2026, has rapidly expanded beyond its initial borders. Iran has launched attacks across all six Gulf Cooperation Council nations—Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates—transforming the entire region into a high-risk zone for foreign workers. Since 1 March 2026, 21 confirmed attacks on commercial vessels have occurred, with the Strait of Hormuz now classified at "critical" threat level.
What Australian Workers Need to Know Right Now
Australian citizens employed in Iran, Israel, or surrounding nations must understand that standard employment protections apply even when working overseas. The Work Health and Safety Act 2011 explicitly extends employer duty of care to all workers, regardless of geographic location. This means Australian companies cannot simply abandon employees in conflict zones without facing potential legal consequences.
DFAT's crisis portal currently shows hundreds of Australians registered across the affected region, though actual numbers may be significantly higher. The department has advised all citizens to avoid locations associated with Israeli, Jewish, or US interests and to follow shelter-in-place instructions from local authorities. Oil prices have surged approximately 45 per cent since the conflict's onset, indicating prolonged economic disruption that may affect employment contracts and repatriation costs.
On 20 March 2026, US President Trump indicated his administration is considering "winding down" military efforts whilst simultaneously deploying an additional 2,200 to 2,500 Marines to the region. This contradictory signal highlights the unpredictable nature of the conflict's trajectory.
Australia's Travel Advisories Explained
DFAT has implemented its highest-level RED advisory for both Iran and Israel, explicitly stating "Do Not Travel" for any purpose. This advisory carries legal weight beyond mere recommendation. Australians who ignore the warning may find themselves ineligible for consular evacuation assistance and could face complications with travel insurance claims.
The advisory covers not just the primary conflict zones but extends practical warnings to neighbouring countries experiencing spillover violence. Workers in the UAE, Qatar, Saudi Arabia, and other GCC nations should reassess their positions, as these areas have experienced direct Iranian military action since early March 2026.
Registration with DFAT's crisis portal is mandatory for Australians remaining in the region. This registration enables the government to provide emergency notifications and coordinate potential evacuation operations. However, registration does not guarantee evacuation, particularly in situations where commercial flight options have been exhausted and military extraction becomes necessary.
Employer Duty of Care: What the Law Requires
Under Australian workplace health and safety legislation, employers must take "reasonably practicable" steps to protect workers from foreseeable risks. When conflict escalates to the level currently witnessed in the Middle East, employers face clear legal obligations that include providing safe evacuation, maintaining communication protocols, and reassessing the necessity of overseas assignments.
The concept of "reasonably practicable" evolves with circumstances. What might have been acceptable risk management on 27 February 2026 became inadequate the moment DFAT issued its highest-level advisory. Employers who instructed workers to remain at posts after this date without demonstrable safety measures could face prosecution under workplace safety laws.
Legal precedent suggests employers cannot rely on workers' consent to remain in dangerous locations. If an employee chooses to stay despite evacuation offers, the employer must document this and continue providing support. Employers must also cover repatriation costs, maintain salary continuity during evacuation, and potentially provide alternative assignments. Workers dismissed due to conflict-related closures may have unfair dismissal grounds if proper procedures are not followed.
Your Rights as an Australian Expat in a Conflict Zone
Australian workers have the legal right to refuse unsafe work under the Fair Work Act 2009 and related safety legislation. This right applies with particular force when government advisories explicitly warn against travel to your work location. An employer cannot legally penalise you for refusing to travel to or remain in a RED-level advisory zone.
Workers already in affected regions have the right to request immediate evacuation at employer expense — flights, ground transportation, and temporary accommodation. Employers cannot deduct these costs from wages or require repayment as a condition of continued employment.
Contract terms requiring minimum service periods become unenforceable when DFAT advisories change the risk profile. A contract signed when a region was moderate-risk does not obligate you to remain once it receives a "Do Not Travel" designation. Insurance coverage also requires immediate examination: many policies exclude claims related to travel against government advisories.
Practical Steps to Take Now
Register with DFAT's crisis portal immediately if you have not already done so. Document all employer communications, DFAT advisories, and instructions from supervisors — store these in cloud storage accessible from any location. Identify the nearest airports and land borders and keep your passport in a readily accessible location.
Establish written communication protocols with your employer covering daily check-ins and emergency procedures. If your employer pressures you to remain despite safety concerns, record every instruction in writing. These records become critical evidence if you later pursue legal action.
When to Consult a Legal Expert
Immediate legal consultation becomes necessary if your employer refuses evacuation requests, threatens termination for safety-related work refusals, or fails to maintain salary payments during conflict-related disruptions. These actions likely violate Australian workplace laws regardless of your physical location.
Workers who suffered injuries, trauma, or financial losses due to employer negligence in conflict zones may have grounds for compensation claims. The legal test focuses on whether the employer took reasonably practicable steps to protect you given the circumstances. With DFAT advisories providing clear warning signals, employers face limited defences for failures occurring after 28 February 2026.
If you accepted redundancy or resignation under duress whilst in a conflict zone, you may be able to challenge these arrangements. Decisions made under extreme stress, without access to independent advice, and under implicit or explicit employer pressure can be contested through Fair Work Commission processes.
Complex situations involving international contracts, foreign employers with Australian operations, or multinational corporations require specialist legal expertise. Employment law intersects with international law, contract law, and workplace safety regulations in ways that demand professional navigation.
Important Legal Disclaimer: This article provides general information about Australian employment law and worker rights during international conflicts. It does not constitute legal advice for your specific situation. Laws vary based on individual circumstances, employment contracts, and rapidly changing conflict conditions. The information presented reflects the situation as of 22 March 2026 and may become outdated as events develop.
For personalised guidance on your rights as an Australian worker in a conflict zone, consult with a qualified employment lawyer or international law specialist. Decisions about remaining in or evacuating from dangerous locations carry serious personal and legal consequences that require professional assessment.
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