Evacuate Now, Ask Questions Later
What Employers Need to Offer When Things Go South
Let’s face it: No one ever wants to hit the big red “evacuate” button. But if your employees are working in a location that suddenly becomes unstable, whether it’s due to political unrest, natural disasters, or other not-so-charming surprises, you’re going to need more than just a last-minute flight booking and a “Good luck!” email.
So, what exactly should you be offering your people when they need to leave a location urgently? How do you draw the line between generous and realistic? And what role do your Relocation Management Company (RMC) and travel provider play in the chaos? Let’s break it down.
First: What Must You Offer in an Evacuation?
Let’s start with the obvious: transportation. You need to get your people out. Fast, safe, and hopefully with minimal drama. This usually means last-minute flights, sometimes trains, and occasionally a bit of creativity (think: chartered buses or even private jets if things are really dicey and you’re feeling James Bond about it).
But don’t stop at the flight. Once they land somewhere safe, they need a place to go. A hotel room, ideally not shared with three strangers and a cockroach, should be arranged and covered for at least the first few nights. Think comfort and calm. Their world just flipped upside down. Don’t make them book their own Airbnb while panicking at the airport.
Evacuate Who, Exactly?
This is where things get trickier. Do you evacuate the employee only? The spouse? The kids? The neighbour’s cat?
Most companies choose to cover immediate family members, typically spouse or partner and dependent children. That’s the industry norm and keeps things simple. But it’s worth having a clear policy written down before things hit the fan.
“Immediate family” can mean different things in different cultures, so your relocation policy should spell out what that includes, and maybe what it doesn’t. Grey areas? Yes. That’s why it’s better to define than debate mid-crisis.
Who Pays for What?
In most cases, the company covers the full cost of evacuation: flights, hotels, transport to and from the airport, basic living expenses for a few days. Some companies also cover meals or offer a per diem for the initial period after relocation.
What you probably don’t want to do is make your employee pay upfront and reimburse them later, because guess what? Their credit card might not stretch far enough in an emergency.
If there’s a long-term relocation involved after the evacuation, then the usual benefits package kicks in: home-finding, school search, temporary housing, and all the fun stuff. But the first priority is always safety and shelter. Get them safe, then worry about spreadsheets
How Do You Know Where Everyone Is?
Here’s a wild idea: know where your people are.
It sounds obvious, but you’d be surprised how often companies lose track of where their employees (or their families) are, especially if they’re traveling often or working remotely. Whether it’s a digital tool, a travel tracking system, or regular check-ins, location tracking should be part of your risk management strategy.
Not in a creepy Big Brother way… More like “we need to know where to send the rescue boat if a typhoon shows up.”
A good RMC or mobility partner can help with traveller tracking software and real-time alerts based on location and risk level. You don’t have to do it all alone.
What Should Your RMC and Travel Provider Be Doing?
Your RMC and travel agent should be your go-to partners in a crisis. You want them on speed dial and actually answering when you call.
Here’s what to expect from a top-tier partner:
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24/7 emergency support (Yes, that includes weekends and 3am.)
- Flexible rebooking and last-minute arrangements
- Clear escalation paths so you’re not explaining the situation to five different people
- On-the-ground resources if they have local presence
- Real-time updates on travel restrictions, safety alerts, and border closures
In short: they should act like an extension of your crisis team, not a call center reading from a script.
Final Thoughts: Plan Before Panic
The time to figure all this out isn’t when the embassy is closing in 12 hours. Have a clear, written evacuation policy. Train your managers on it. Keep your employees informed on what they can expect.
And most importantly: Lead with empathy. These are people, not paperwork. Offer support, stay flexible, and make sure they feel like you’ve got their back. Not just because it’s your job, but because it’s the right thing to do.
Remember: in the face of chaos, calm leadership (and a comfy hotel bed) goes a long way.