Preface


This Global Benchmarking Study will allow organizations


around the world to compare


their Duty of Care policies with others and develop best


practices to protect and support the global mobility of their employees and dependents.


Today’s global organizations have a large number of employees working as international assignees, expatriates and business travelers. Employees who travel across borders often find themselves in unfamiliar environments and situations, subject to increased risks and threats, and less prepared to handle these situations than if they were in their home country.


As a result, employers carry an increased “Duty of Care” obligation to protect their employees from these unfamiliar—yet often foreseeable—risks and threats.


This obligation is embedded in most Western countries’ legislation, albeit with great diversity. In its broadest sense, Duty of Care is defined as ‘a requirement that a person or organization acts toward others and the public with watchfulness, attention, caution and prudence in a manner that a reasonable person would in a similar circumstance.’


In addition to an employer’s responsibility, there is a growing expectation of “Duty of Loyalty,” whereby ‘the duty of an employee is not to compete with the interest of the organization and to follow the employer’s Duty of Care policies and procedures.’


In a Duty of Loyalty culture, employees willingly cooperate with travel risk management guidelines—even if these policies curtail employee “privacy” in terms of the employer’s knowledge of their whereabouts.


Taken together, Duty of Care and Duty of Loyalty refer to a broad culture in which employers care about the health, safety, security and well-being of their traveling employees (and their dependents), and develop and deploy appropriate travel risk management approaches to protect them from possible harm.


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