Business Travel Rebounding, But New Risks Emerge

Business travel is gradually returning to pre-pandemic levels as the concerns surrounding Covid-19 begin to subside. However, as stricter abortion restrictions and anti-LGBTQ laws continue to multiply, employers and event organizers are now faced with a new set of challenges that threaten the safety of their employees outside of the office.

Numerous states have significantly reduced access to abortion services since the Supreme Court overturned Roe v. Wade, while more than 180 bills aimed at restricting LGBTQ rights are advancing in state legislatures across the United States. Many of these legislative moves have faced widespread criticism on political and civil rights grounds, prompting companies and event organizers to consider boycotting states that enact such laws, similar to the North Carolina transgender bathroom law repeal in 2016.

However, the rise of conservative “anti-woke” sentiment has made some companies more hesitant to publicly align themselves with progressive causes. Instead, business travel planners and human resources experts state that many companies are adopting a quieter approach to mitigating risks.

Cierra Gross, CEO of Caged Bird HR consultancy firm, highlights the importance of carefully considering the destinations to which employees are sent. Gross emphasizes the need to assess if employees feel comfortable traveling to states with discriminatory legislation that excludes specific identities and acknowledges the potential risks to their physical and psychological well-being if they are sent to such locations.

While civil rights groups, along with the Canadian government, have issued advisories to highlight the risks posed by these legislations, some travel industry organizations and local advocates oppose boycotts. These opponents argue that boycotts negatively impact the livelihoods of hospitality workers and minority business owners, and rarely lead to policy changes. For example, last month California lawmakers replaced a ban on state workers traveling to 26 states with anti-LGBTQ policies with a public awareness campaign.

According to a survey by expense platform SAP Concur conducted in April, 82% of LGBTQ+ business travelers reported changing accommodations at least once in the past year due to feeling unsafe. This compares to 70% of overall U.S. business travelers and 53% globally.

For many workers, these concerns are not new, as they have long had to be vigilant about their safety with little employer support. However, companies and travel managers are increasingly recognizing the importance and urgency of revisiting their policies to address these issues, explains Charlie Sultan, president of Concur Travel.

The last time such widespread policy reassessment occurred was during the Covid-19 pandemic when businesses evaluated the protocols to ensure employees’ safety in the workplace.

While most companies now have protocols in place to handle Covid-19 exposure, they are only just beginning to grapple with other scenarios. For example, what happens if a pregnant employee faces a medical emergency while traveling in an anti-abortion state? Or what if a transgender employee encounters a situation where there are no public accommodation protections for their gender identity?

HR consultancy firm CEO Lauren Winans notes that some of her corporate clients are now maintaining lists of potentially problematic destinations for their employees. Other companies are adopting no-retaliation policies that allow employees to express concerns, establish boundaries, or refuse travel to certain areas.

Kimberly Rogan, Chief of Staff and Head of People Operations at the construction bidding platform PlanHub, highlights their effort to thoroughly assess potential risks related to the legal and political landscape in various regions. Rogan explains that they have refined their guidelines to better inform employees about these factors and provide clear instructions on navigating them.

These increased efforts align with a broader focus on mental and physical health and safety post-pandemic, according to Daniel Beauchamp, Head of Global Business Consulting for Europe, the Middle East, and Africa at American Express Global Business Travel.

As these concerns take center stage in the corporate world, some U.S. and international employers are adopting a more nuanced approach to fulfill their duty of care, Beauchamp explains.

However, HR professionals mention that few businesses are publicly promoting these steps, and this shift is not yet universal.

Many companies do not extensively operate across state borders or heavily rely on business travel. Furthermore, separating an employer’s duty of care concerns from their political values can be complex, as political affiliations can influence decisions. Some conservative groups and companies have historically requested meeting planners to select venues in states that share their beliefs, while liberal groups have done the same in reverse.

Nevertheless, certain regions report a decline in business activities due to the recent laws, even with the rebound of business travel.

The Greater Fort Lauderdale and Broward County area, known for its inclusive reputation, has witnessed over 17 groups refusing to book conventions due to “current Florida politics” and concerns for safety after Governor Ron DeSantis expanded what critics called a “Don’t Say Gay” law in May. These groups include the National Sales Network, the American Specialty Toy Retailing Association, and the University of Southern Mississippi, resulting in over $98 million in revenue loss, estimates Stacy Ritter, CEO of Visit Lauderdale.

Spokespersons for Governor Ron DeSantis dismiss these concerns about lost business travel, asserting that “Florida’s economy is booming” and highlighting the record number of visitors the state has welcomed this year.