6 Tips for Supporting LGBTQ+ Employees Who Travel Abroad for Work Assignments

6 Tips for Supporting LGBTQ+ Employees Who Travel Abroad for Work Assignments

For many employees, an international assignment or business trip is an exciting professional opportunity. But for LGBTQ+ employees, travel to certain countries may involve additional obstacles, including safety concerns, privacy issues, and legal or cultural risks. More than 60 countries still criminalize same-sex relationships, and penalties can be severe. You can help reduce risk and create a safe and healthy work environment for your employees by taking a thoughtful approach to business travel. Here are six tips to strengthen your employee travel program and support your LGBTQ+ workers.

1. Develop a Travel Toolkit

As a starting point, you should consider creating a travel guide for all employees that includes links to resources that meet the varied needs of your workforce. This not only includes LGBTQ+ employees but workers from all backgrounds, including women, older employees, those who are traveling with children, and workers with disabilities. You may want to consult with your risk management partner when creating this toolkit.

Notably, the US State Department has a page dedicated to information for LGBTQ+ travelers. The page includes tips for planning travel and staying safe while abroad, as well as specific guidance for travelers with an X gender marker in their US passport. Although the federal government stopped issuing passports with an X gender marker in 2025, unexpired passports are still valid.   

Additionally, organizations like IGLTA (the International LGBTQ+ Travel Association) provide a wealth of resources on LGBTQ+ rights and travel safety, as well as detailed guides on marriage equality and travel tips for transgender, genderqueer, and nonbinary individuals.

They also offer information on LGBTQ+ friendly accommodations, transportation operators, and other travel services. Other useful tools include apps to find gender-neutral bathrooms and apps with information on traveling abroad with medication.

2. Understand the Destination Before Employees Travel

In addition to providing general resources for business travelers, you should ensure your managers and employees are aware of each destination’s laws, cultures, and practices, as these can vary widely from country to country. While many jurisdictions legally and socially welcome LGBTQ+ individuals, some are neutral, some are culturally unwelcoming, and others legally prohibit and prosecute consensual same-sex activity. Some countries also prohibit people from being “disguised” as another gender, which creates additional risks for transgender employees.

The International Lesbian, Gay, Bisexual, Trans, and Intersex Association (ILGA) issues a global report mapping laws around the world that impact the LGBTQ+ community. Pay particular attention when traveling to Africa, the Middle East, and Southeast Asia where notable business hubs – like Qatar, UAE, and Malaysia – still ban same-sex relationships and may apply serious consequences.

You should note that challenges can go beyond legal status and extend to cultural perspectives. In Morocco, for example, consensual same-sex activity is illegal, and public displays of affection are not generally accepted culturally, even for couples of opposite sexes.

In addition to checking the US State Department’s country-specific pages, it’s a good idea to provide your workers with the appropriate contact information for the US Embassy. The Embassy can provide support in emergency situations, including when an employee feels unsafe, is threatened, or experiences a health or legal issue. The Embassy can also connect your employees with local resources for healthcare or legal help.

3. Address Key Travel Logistics Before Departure

When possible, allow your employees to book accommodations and restaurants, arrange for transportation and activities, and make other travel plans before the trip begins. This way you can better ensure they are booking with reputable companies and selecting LGBTQ+ friendly options.

Be sure employees know where the US Embassy is and take general travel precautions, too, such as keeping a different credit card at their accommodations in case their bag or wallet is stolen and having a digital copy of their passport stored separately from their phone.

You’ll also want to consider additional safety measures in advance. While employers will typically provide medical and security protection for all employees traveling abroad, you may also want to provide legal support and develop a specific game plan in case any issues arise stemming from legal or cultural concerns.

4. Respect Privacy While Addressing Employee Concerns

Remember that each employee is unique, and their own individual risks will vary. You may or may not know the particular circumstances impacting their travel plans and experiences. So, it’s important to give employees as much information as possible, refrain from making assumptions about their personal lives, and give them an opportunity to ask questions.

Allow them the opportunity to raise reasonable objections to the assignment. While international assignments may be viewed as an excellent path for career development, an employee may not want to accept it if they are made aware of an environment that is unwelcoming or potentially unsafe.

If an employee declines an assignment due to safety concerns, perhaps you have alternative opportunities in different international locations that may be acceptable to the employee. Approach travel conversations with professionalism and respect for the employee’s privacy.

5. Stay Compliant with Workplace Laws

Be careful not to unintentionally discriminate against employees based on sexual orientation or gender identity by being overprotective. Even if you have the best intentions, you shouldn’t restrict opportunities because of an employee’s protected status under US anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964. 

Have an open dialogue, and don’t make assumptions about an individual’s work preferences or ability to handle the assignment based on their sexual orientation or gender identity. Let them lead the conversation in this regard.

6. Train Your Workforce

Depending on the international assignment, you may want to provide safety and cultural training to employees and their managers prior to departure:

• Offer the training to all employees who will be traveling, rather than selecting specific individuals for participation. Make employees aware of what obstacles may exist, particularly if their destination has laws that differ from the US.
• Managers should be prepared to respond to employee concerns or point them to the appropriate contact in your organization. They should also be trained to understand the risks associated with international assignments and the situations employees may encounter abroad.  
• Cultural training is also a helpful tool and can involve a review of local customs, etiquette, communication style, language skills and common phrases, and social attitudes.
• During training, you can remind employees of your travel policies and procedures, as well as the company’s expectations while employees conduct business abroad.
• Remember to focus on a safe and successful journey and ensure employees have all the appropriate contact information and a game plan in case they encounter issues. Let employees know you are there to support them.

Conclusion

We will continue to monitor international employment law developments and other workplace law updates, so make sure you are subscribed to Fisher Phillips’ Insight System to get the most up-to-date information directly to your inbox. Please contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our International Practice Group to learn more.