How to Support Employees Impacted by the Conflict in Iran

Escalating conflict in Iran has created a ripple effect across the globe. Following initial strikes on Iran by U.S. and Israeli forces, subsequent counterattacks by Iran on military and civilian installations in nations such as Saudi Arabia, Bahrain, and the United Arab Emirates (UAE) have heightened anxiety, particularly for workers who live in or have close connections to the region. Business leaders should be aware of how the conflict impacts employees and be ready to offer support.

Employees may be experiencing difficult emotions, including sadness, shock, and feelings of helplessness. Images of conflict and reports of airspace shutdowns may trigger personal trauma for some employees. This situation creates unique challenges for global commerce. Cities like Doha in Qatar and Dubai in the UAE serve as major hubs for business and tourism. The grounding of commercial flights and closure of airspace may mean that some employees are currently unable to leave the region.

These circumstances naturally lead to high levels of stress, which directly affects how employees show up at work. People with family and friends in Iran, or in the affected regions, may feel acute grief and despair. Other workforce groups — including veterans and military-connected talent — may experience post-traumatic stress.

While the source and severity of reactions will differ, this moment provides leaders with an important opportunity to demonstrate care and concern. Leaders can help employees feel safe and supported by creating opportunities for discussion, reminding people of available support services, and leading with genuine compassion.

Here are four steps to consider for supporting employee health and well-being during this challenging time, and in the future.

Resource Hub: Workplace Mental Health

1. Prioritize Physical Safety and Security

Many areas in this region serve as important areas of commerce, and many organizations have built a local presence through satellite offices and frequent business travel to areas affected by the escalating conflict. The physical safety of employees in these areas is paramount. For all employees, whether traveling through or living in the Middle East, continuous communication is crucial to keep up with evolving risks and needs. Beyond open communication, consider reviewing evacuation or relocation plans, reassessing travel policies, and strengthening security protocols.

For employees traveling in the area on business, prepare to provide further support on their return. Review time off and leave policies, offering options for employees who need time to decompress after returning to the US.

For employees living in the Middle East, focus on ensuring structural support continues to fit as team risks and needs evolve. Employees may need time off to ensure their safety, but may also require organized resources from their employee assistanceprogram (EAP) or health insurance down the road. 

2. Acknowledge the Challenges Employees are Facing

The effects of this conflict will continue to ripple as time goes on. Leaders should let employees know their struggles are recognized, and support is available to them. This message could be delivered in an email from the CEO or other executive, or during an all-staff meeting.

Employees with family in the affected regions likely face stress and uncertainty, as they follow updates from media outlets or personal connections. In  organizational communications, highlight assistance for individuals who are supporting their family in the Middle East, and guide employees to connect with organizations that can provide additional help.

Employees who are veterans or have family in the U.S. military may also face high levels of stress and uncertainty as the conflict evolves. Connect with these employees with resources ranging from one-on-one therapy to support groups that meet their current needs and support them in the future. 

For all employees, focus communications on available support through their EAP. Mental health support is especially prevalent during this time of uncertainty, with crisis counseling sessions, ongoing therapy, and group support providing options for employees’ unique needs.

Toolkit: Managing Employee Assistance Programs

3. Support Civility for a Respectful and Inclusive Work Environment

It is normal for disagreements surrounding a conflict to crop up in the workplace. However, leaders should reinforce workplace expectations around respect and inclusion. This is a time to remain vigilant and remind employees about:

• Anti-discrimination policies. State clearly that discrimination, or stereotyping based on national origin, ethnicity, religion, and other protected characteristics, is unacceptable.
• Mutual respect. Those affected may feel strongly about the ethics of the strikes and counterattacks. Employees who hold opposing views should not be labeled or treated as enemies. Workplaces need to promote civility even in times of crisis.
• Active listening. Ask employees to demonstrate understanding for each other's positions before sharing their own perspective.

Employees should never be made to feel responsible for or associated with the actions of governments. When discussions regardingthe conflict emerge, clear reminders of anti-discrimination policies and behavioral standards can help maintain a unified workplace. 

4. Codify Support Principles to Meet Future Events 

The conflict in Iran and the surrounding region is disrupting the lives of workforces across the globe. As organizations continue to meet volatile and unexpected events, preparation is non-negotiable. “When disruption hits, it is too late to decide what you stand for,” explained Leanne Caret, former CEO of Boeing Defense, Space, and Security in the People + Strategy Journal. “Organizations that weather turbulence best are those that have already codified their guiding principles.” 

Building a document of key principles and commitments, or as Caret calls it, a “resilience charter,” can help guide leaders’ actions during turbulent events. From employee communications to supporting relevant humanitarian causes, where applicable, a guiding document can help keep organizations aligned, even when under pressure.

Navigating the Path Forward

The conflict in Iran and the surrounding region creates a complex emotional landscape for employees. “Right now, there is a critical need for employers to act swiftly and deliberately to prioritize employee safety, well-being, and operational continuity,” explained Jim Link, SHRM-SCP, chief human resources officer at SHRM. “This is a moment for leaders to demonstrate clarity, empathy, and disciplined planning — ensuring not only the physical and emotional security of their people but also the resilience of their organizations.”

By addressing the specific anxieties related to regional safety and travel, and by fostering an environment of supportive resources, leaders can help employees navigate this uncertainty with greater confidence.