Home / What to consider when employees are stranded abroad
27th March 2026
Tyler Ross, Solicitor
From conflict and erupting volcanos to flight cancellations and airline strikes, employees may find themselves unexpectedly stranded abroad for several reasons. Below, we set out some key issues for employers to consider when an employee finds themselves in this situation.
A key issue is whether an employee is entitled to pay for the period they are stranded abroad.
Employers should first consider why the employee is abroad. If they are travelling for work and are unable to return as planned, it is likely that they should be paid during the delayed period, particularly if they are able to continue working.
Employers should also consider what other payments they may be liable for when an employee is travelling for work and becomes stranded. For example, an employee will likely have to arrange further accommodation during the delayed period and pay for rearranged flights. In this scenario, employers should read their expenses policy and confirm to the employee what expenses they can expect to be reimbursed. Most policies will allow an employee to be reimbursed for “reasonable expenses”, so it will be important to explain what this means to an employee to avoid a dispute down the line.
Alternatively, if an employee is on annual leave, then it is unlikely that they will be entitled to pay whilst stranded abroad and unable to work. However, employers should review the employee’s contract of employment to make sure the contract does not state otherwise. Understandably, an employee will have concerns about this, and it may be appropriate for an employer to consider what other options are available (see below).
If an employee is willing and able to work from where they are stranded, one option is to agree for them to work on a remote basis until they can return home.
However, employers should consider the practicalities of the employee working abroad. For instance, will it be possible for an employee to work effectively and collaborate with colleagues across time zones? Are there any insurance policies which could become void if the employee works abroad? Whilst it is becoming increasingly common for people to travel with their laptops, does the employee have the necessary equipment to be able to operate from where they are stranded? These practicalities should be considered before agreeing to allow an employee to work from abroad.
Another approach could be for the employee to use some of their unused annual leave. Whilst it’s best practice for an employee to agree to use their annual leave, an employer could force them to take the time they are stranded off as annual leave, by giving them the required notice. This is currently double the amount of notice as the amount of leave they need to take, for example 6 days’ notice for 3 days’ annual leave.
However, forcing the employee to take annual leave could damage relations and may not be suitable in emergency situations where it is unclear how long the employee will be stranded for. Employers may instead want to allow the employee to take the time off as unpaid leave until they can return to work.
It will be important for employers to establish and maintain contact with a stranded employee and provide as much assistance as reasonable. Help point them in the right direction to official guidance and let them know who to contact if their situation changes.
For more specific guidance on this matter, please contact us at [email protected] or 0161 832 3434.