In today’s volatile climate, global travel isn’t just about logistics—it’s about risk management and policy adaptation. As rules shift rapidly, you need a proactive, structured approach to sending employees abroad or receiving international staff in the U.S.
Audit employee visa status. Know who is working under temporary authorization and monitor renewal timelines. If employees have legal issues or have publicly expressed political views, ensure they’re briefed before travel. Clarify their rights—or lack thereof—at border entries.
Define travel necessity. Not all trips are essential. Build a framework to evaluate whether the trip is business-critical or if virtual meetings will suffice. Factor in equity. Ensure all employees—regardless of where their passport is from—have fair opportunities to succeed.
Prepare for border challenges. Entry requirements can vary. Provide clear guidance on required documentation, screening risks, and company support systems. Include legal contacts and HR procedures in case employees are delayed or denied entry.
Have a backup plan. If key personnel can’t enter the U.S., where else can meetings happen? Pre-clear travel routes where possible and submit visa or ESTA applications well in advance.
Balance caution with pragmatism. Overreacting can hinder operations. Stay alert, but don’t let fear override thoughtful decision-making. |
