Across the globe, legal protections and social acceptance for LGBTQ+ individuals vary significantly. For employees who travel for work, this creates specific safety risks that corporate travel programs can overlook.
Recent data from World Travel Protection’s annual business traveller sentiment survey highlights these risks. Conducted by Opinium in February 2025, the online survey included 2,000 respondents who travel for business at least once a year across the United States, the United Kingdom, Canada, and Australia. The findings reveal a consistent lack of targeted support for LGBTQ+ travellers.
Here are four key improvements companies can make today to support LGBTQ+ travellers and build a more inclusive, risk-aware travel program.
LGBTQ+ travellers feel less safe when travelling for work.
According to the survey, only 13% of business travellers say their company provides LGBTQ+-specific safety information before travelling. This is the same result as last year, showing no measurable progress at a time when LGBTQ+ rights are under increasing pressure in many parts of the world.
Further, 52% agree that it is less safe for LGBTQ+ business travellers when travelling for work compared to their heterosexual or cisgender colleagues. This goes beyond just personal concern. In regions where identity-related protections are weak or nonexistent, fear of discrimination or harm can shape how travellers experience every part of a trip.
This perception of risk affects more than morale. It can limit productivity, increase anxiety, and make employees hesitant to speak up or take future assignments. When safety concerns go unaddressed, it creates an environment of uncertainty. Risk is not experienced equally, and travel programs must reflect that reality.
Companies that integrate identity-specific risk assessments into travel protocols help create safer, more inclusive conditions. This is a key part of meeting Duty of Care obligations and supporting employee well-being in today’s global business environment.
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Include LGBTQ+-specific safety information in every pre-travel briefing.
Without destination-specific guidance, LGBTQ+ employees may be unaware of local laws or social attitudes that could put them at risk—in some countries, identifying as LGBTQ+ is criminalised. In other cases, travellers may face harassment or denial of medical care.
Solution: Companies can mitigate this risk by providing pre-travel briefings that include relevant legal, cultural, and medical information. This should be part of standard travel protocols, not something provided only when requested.
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Empower LGBTQ+ travellers to make informed safety decisions and offer flexible alternatives.
LGBTQ+ employees may assess risk differently than their colleagues, and some destinations may pose unacceptable safety concerns based on laws, healthcare access, or social attitudes. After receiving a pre-travel briefing, an employee may decide that a location isn’t safe or comfortable for them. Organisations need to recognise and respect those personal assessments.
Many companies still lack a formal process for responding to these concerns. In the absence of clear policies, employees may feel pressured to accept assignments that put them at risk or stay silent to avoid professional consequences. This shifts the burden to the traveller to justify their decision, often without any assurance of support.
Solution: Companies should empower employees to make informed travel decisions by honouring concerns raised after a safety briefing, encouraging open dialogue, and offering alternative travel options when necessary. Creating a transparent, judgment-free opt-out process reinforces a culture of safety and respect, ensuring that no one is forced to choose between personal well-being and professional expectations. This approach supports inclusive travel, fosters trust, and reduces liability.
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Equip LGBTQ+ travellers with real-time tools and trusted support networks.
If something goes wrong during a trip, LGBTQ+ travellers may face additional barriers in accessing help compared to their heterosexual or cisgender colleagues. In unfamiliar environments, local health providers may be unwilling or untrained to deliver inclusive care. If an incident escalates, travellers may be hesitant to contact authorities for fear of discrimination or legal repercussions.
Traditional emergency protocols are often designed for the average traveller, not those with elevated identity-based risk. Without specialised support, LGBTQ+ employees may find themselves navigating a crisis alone, unsure of who to trust or where to turn.
Solution: Employers can strengthen their travel risk programs by working with providers who offer real-time monitoring, up-to-date destination intelligence, and access to trained medical and security professionals. Around-the-clock support is critical, especially when every hour or even every minute can make a difference. These resources give travellers a direct line to help, ensuring they are not left to manage complex or high-stress situations without guidance.
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Create opportunities for LGBTQ+ travellers to share feedback and improve future travel experiences.
Many companies lack a straightforward process for collecting feedback from LGBTQ+ travellers about their experiences and challenges before, during, and after business trips. Without feedback, organisations may be unaware of how policies play out in practice or where gaps exist. Employees who encounter or foresee challenges need a structured way to report the issue and influence change.
Solution: Companies should regularly monitor the effectiveness of their travel safety programs by gathering traveller input, tracking incident reports, and reviewing how well pre-travel briefings and emergency protocols meet real-world needs. Staying informed about changes in LGBTQ+ rights and destination-specific risks also ensures that policies remain current and relevant. This feedback loop enables continuous improvement, helping to build a more inclusive and responsive travel program over time.
Final Thoughts
Travel safety is not just about logistics; it’s also about personal security. It’s about understanding risk and making sure that all employees have the support they need to stay safe and focused on their work. For LGBTQ+ travellers, the stakes can be higher, and the protections are not always built in.
Organisations have a responsibility to anticipate risks, educate their travellers, and provide the necessary tools and support for safe business travel. That includes clear policies, up-to-date destination intelligence, and access to real-time assistance. These are not optional features; they are core elements of a travel risk strategy that fulfils Duty of Care obligations, meets employee expectations, and responds to real and emerging threats in the current landscape.
By Frank Harrison, Regional Security Director, Americas at World Travel Protection.
