Giulia BianchiThe British government authorised the United States to use UK military bases to strike Iranian missile sites on 21 March 2026 — the same day RAF Akrotiri in Cyprus was hit by Iranian drones weeks earlier. With 138,000 Britons registered in the Middle East as of early March, and the conflict now entering its fourth week, a critical employment law question has moved from theoretical to urgent: what does your employer actually owe you if you work in or travel to a conflict zone?
What Has Happened Since 28 February
The 2026 Iran war began on 28 February when the United States and Israel launched coordinated strikes on Iran, including the assassination of Supreme Leader Ali Khamenei. Iran retaliated with missiles and drone attacks across the Middle East — targeting military and civilian sites in Israel, Qatar, Iraq and Jordan.
The UK has participated in a defensive capacity: Royal Navy helicopters and HMS Dragon have been deployed to intercept Iranian drones over Cyprus and allied territories. On 2 March, a drone struck RAF Akrotiri, the British Sovereign Base Area in Cyprus, damaging the runway. Within weeks, the number of Britons registering their presence in the Middle East with UK authorities rose from 102,000 to 138,000 — a 35% increase that reflects anxiety rather than new arrivals.
As of 21 March 2026, Prime Minister Starmer has extended UK cooperation by authorising US strikes on Iranian missile sites threatening the Strait of Hormuz — deepening UK involvement even as the government insists British forces are not conducting offensive operations.
Your Employer's Duty of Care 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 duty of care to employees wherever they are working — including overseas postings and business travel. This duty does not pause because a destination becomes politically dangerous.
Specifically, employers are required to:
Conduct adequate risk assessments before sending staff to any region, and to update those assessments in real time as situations evolve. Sending an employee to Bahrain, UAE, Qatar or Kuwait after 28 February 2026 without a revised risk assessment would likely constitute a breach of this duty.
Provide appropriate information and training — including emergency protocols, evacuation routes, and contact information for the nearest British consulate or embassy. The Foreign, Commonwealth & Development Office (FCDO) publishes travel advisories that form part of any reasonable risk assessment baseline.
Arrange appropriate insurance coverage — standard business travel insurance typically excludes war zones. Employers who fail to arrange specialist hostile environment insurance may be liable for medical costs, evacuation costs, and compensation if an employee is injured.
Respect the right to refuse — an employee who reasonably believes that travelling to a designated area presents serious and imminent danger has the right under Section 44 of the Employment Rights Act 1996 to refuse to go without suffering detriment or dismissal. This protection applies even if the employer believes the risk is manageable.
What Employees Can Claim If Things Go Wrong
If you are currently in a conflict-affected region and your employer failed to take adequate precautions, you may have grounds for a personal injury claim, a constructive dismissal claim (if you resigned under duress), or an employment tribunal application.
The key questions a labour lawyer will examine:
- Was there a written risk assessment for the specific region before your travel?
- Did your employer receive and act on FCDO travel warnings?
- Were you pressured to travel despite raising safety concerns?
- Did your contract include a hostile environment clause or war zone provisions?
- Was specialist insurance in place — and did it cover the specific conflict?
Courts have found in favour of employees in previous conflict-zone cases. In King v RCO Support Services [2001], the Court of Appeal confirmed that duty of care extends to foreseeable risks even where the employee voluntarily took on a role with inherent danger.
What To Do Right Now
If you are currently working in the Middle East or are scheduled to travel there, take the following steps immediately:
Check the FCDO advisory for your specific destination. Several Gulf states currently carry enhanced warnings. Qatar, where a drone struck the North Field LNG facility, is particularly affected.
Put your concerns in writing to your employer before any travel. This creates a contemporaneous record.
Review your contract for any force majeure or hardship posting clauses. Many standard employment contracts do not address conflict situations at all.
Consult an employment lawyer before refusing travel — to ensure you exercise your Section 44 rights correctly and do not inadvertently breach your contract.
The Iran conflict has created genuine legal grey areas that many HR departments are not equipped to navigate. With 138,000 Britons in the region and a conflict that shows no sign of de-escalating, now is the moment to understand your rights — not after something goes wrong.
Legal Disclaimer: This article is for informational purposes only and does not constitute legal advice. Employment law situations are fact-specific. Consult a qualified UK employment solicitor for advice relevant to your circumstances.
A specialist labour lawyer can review your employment contract, assess your employer's duty of care obligations, and advise you on the safest legal course — whether you are still in the region, have already returned, or are facing pressure to travel. Do not navigate a war zone's legal implications alone.
