Theodore ManningOn 20 March 2026, Iran warned the UK directly: allowing US forces to use British military bases to strike Iranian targets "constitutes participation in aggression." Within hours, oil prices spiked and City lawyers began fielding calls from businesses asking one urgent question — what do we owe our staff?
The Iran war, now in its 21st day since US-Israeli strikes began on 28 February 2026, has fundamentally changed the risk landscape for UK employers. With 300 British personnel stationed within 200 metres of an Iranian missile strike on a US naval base in Bahrain, and a drone striking RAF Akrotiri in Cyprus on 2 March, the conflict is no longer abstract. For thousands of British workers with operations, contracts, or colleagues in the Middle East, it is immediate.
What Does "Duty of Care" Mean in a War Zone?
Under the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999, UK employers have a legal obligation to protect the health, safety and welfare of all their employees — including those working overseas or travelling for business purposes.
This duty does not pause because a conflict begins elsewhere. In fact, the law becomes more demanding when the risk profile of a workplace changes significantly.
Specific obligations include:
Risk assessment: Employers must conduct up-to-date risk assessments for any staff posted to, travelling through, or working remotely from affected regions. The FCDO travel advisory for Iran, Iraq, Yemen, and surrounding areas must be factored in.
Information and training: Staff must be informed of risks and provided with appropriate training — including hostile environment awareness training (HEAT) for those in high-risk zones.
Withdrawal protocols: Where the FCDO advises against all travel, an employer who fails to evacuate staff or offer repatriation may face significant legal liability.
Mental health provision: Workers in the UK who have family members in conflict zones, or who are experiencing trauma and anxiety as a result of the conflict, are also entitled to employer support under mental health workplace obligations.
The Bank of England has already warned that the Iran war is delivering "a new shock" to the UK economy, with energy prices rising sharply. For businesses managing supply chains through the Strait of Hormuz, force majeure clauses are now being invoked daily.
The Legal Gap Most Employers Don't Know About
Many UK businesses believe they are covered because they have standard travel insurance or a "duty of care policy" drafted before 2026. Legal experts warn this assumption is dangerous.
Insurance policies typically exclude active war zones — meaning that if a member of staff is injured or killed in an area classified as a conflict zone, the policy may not pay out. Employers need to check whether their business travel insurance includes war risk coverage, and whether it has been updated to reflect the Iran conflict specifically.
Contractor liability is another grey area. Companies that use contractors or third-party logistics firms in affected regions are not automatically shielded from liability just because the workers are not direct employees. Under certain circumstances, particularly where the employer directs the work, duty of care obligations can extend to contractors.
Psychological harm claims are rising. In cases like this — a prolonged conflict with daily news coverage, family connections, and geopolitical uncertainty — courts have increasingly recognised claims for psychiatric injury caused by employer negligence. Failing to provide mental health support or forcing employees to continue roles in affected regions against their expressed concerns can constitute a breach.
What Employees Can Do Right Now
If you are a UK worker and you believe your employer is failing to adequately protect you — whether you are based in the Middle East or are a UK-based employee experiencing significant distress related to the conflict — you have options.
Raise a formal written concern with your employer or HR team, referencing their specific duty of care obligations. Keep a record of dates, communications, and any responses.
Contact your union representative if you are a union member. Unions have specialist employment law advisors and can escalate quickly.
Seek independent legal advice. An employment or personal injury solicitor can assess whether your employer's response constitutes a breach of duty. Many offer initial consultations that clarify whether you have grounds to act.
Under the Working Time Regulations and the Employment Rights Act 1996, workers also have the right to refuse work they reasonably believe poses serious and imminent danger to their health — without facing dismissal or detriment. This is a protected right that many employees are unaware of.
When to Consult a Specialist
Not every workplace concern requires litigation. Often, a specialist employment lawyer can help you:
- Draft a formal grievance letter that prompts your employer to act
- Negotiate a temporary reassignment or working-from-home arrangement
- Clarify whether force majeure provisions in your employment contract affect your obligations
- Assess whether a personal injury claim is justified if you have already suffered harm
The Iran war is evolving daily. Legal obligations are not static. For UK employers and employees navigating this situation, the cost of inaction — failing to update risk assessments, ignoring staff concerns, or misreading insurance coverage — can be far greater than the cost of taking early professional advice.
Legal disclaimer: This article provides general information only and does not constitute legal advice. Employment law situations are fact-specific. If you are facing a workplace safety issue related to the Iran conflict or any other circumstances, consult a qualified solicitor. Expert Zoom connects you with specialist employment and legal professionals across the UK.
