Liz Roberts
Business Support Executive
Liz brings a wealth of expertise in communication, organisation, attention to detail, and problem-solving. Connect with Liz on Linkedin. Find out more about our team.
The escalating 2026 conflict involving Iran, Israel, the USA and several Gulf nations is creating significant emotional and practical challenges for many employees living and working in the UK.
With missile strikes across Iran and Israel, disruptions to infrastructure in the UAE, cyber attacks, and widespread airspace closures, staying connected with loved ones, or travelling home, has become extremely difficult.
For HR teams, this moment calls for compassion, flexibility, and proactive support. Employees may be far from the region geographically, but the emotional impact reaches them daily.
Here are some key ways HR can help.
Acknowledging the Human Impact
The most important step is empathy. Employees with family in Iran, Israel, Lebanon, Qatar, Kuwait or the UAE may be living with constant anxiety as they follow fast moving updates about missile strikes and civilian casualties.
Managers don’t need political answers but employees do need to feel seen. Private check ins, sensitive conversations about stress or distraction, and making space for emotional reactions can all make a meaningful difference.
Extend an Offer of Mental Health and Wellbeing Support
Cyberattacks have caused near total internet disruption in Iran, and widespread digital instability across the region. This means employees may go long periods without being able to reach family, increasing stress and fear. Offer wellbeing sessions, or access to counselling services.
Because even employees who appear composed may be carrying significant emotional weight.
Provide Flexible Working Arrangements
With communication windows unpredictable due to cyber outages, employees may only be able to contact loved ones at unusual hours. Organisations can allow flexible working hours so employees can call home when networks are functioning, remote working days for those needing privacy or just some space to process the bombardment of news that is coming their way.
These small adjustments can greatly reduce the stress levels experienced during these uncertain times.
Support Travel and Leave Challenges
The crisis has caused airspace closures across a number of Gulf states with grounded flights and restricted movement. This together with closed shipping routes means movement in and out of the affected areas can be disrupted.
Help Employees Navigate Administrative and Immigration Challenges
Because regional cyberattacks have disrupted government systems and administrative services across Iran and nearby nations, employees may struggle with documentation. This is where HR Teams should connect with immigration experts.
They can assist employees by providing practical support to reduce anxiety and prevent any possible administrative issues from escalating.
Communicate Clearly and Compassionately
With fast moving events, such as ongoing crisis, retaliatory strikes, and leadership instability in Iran, employees may feel overwhelmed by news.
HR teams can provide links to official guidance such as the UK Foreign, Commonwealth and Development Office (FCDO), access to immigration support through connections with specialists and who within the organisation, employees should reach out to for help.
Foster an Inclusive, Safe Workplace Environment
The crisis may heighten tensions or misunderstandings within diverse teams, and unfortunately, employees may fear discrimination, judgement, or insensitive comments. HR teams should be Reinforcing HR policies on respectful behaviour and zero tolerance towards harassment and the encouragement of leaders to model empathy and cultural sensitive.
An inclusive culture helps employees feel supported rather than isolated.
Conclusion
The 2026 Iran–Israel crisis has far reaching consequences on the lives of employees working in the UK. HR teams together with their Immigration Specialist teams have a vital opportunity to respond with humanity. By offering flexibility, emotional support, clear communication, and practical resources, organisations can help employees feel genuinely cared for during one of the most unsettling geopolitical periods in recent years.
This is not just good HR practice, it is a human responsibility.
