As more and more states are passing legislation to restrict abortion and put more limits on the rights of the LGBTQIA+ community, businesses are considering the implications of such laws on their employees. Frequent business travelers are increasingly facing restrictions due to laws that target abortion access and limit LGBTQIA+ rights in the destinations they travel to. This places an additional burden on those in the business world as they strategically and lawfully navigate the laws of different states.
The implications of abortion restrictions on traveling businesspeople can be very serious. Travelers might become subject to laws that limit insurance coverage in states with new abortion access restrictions, or feel uncertain whether the state policy applies to them since the duration of their stay is often short-term. Also, those who are part of a company health insurance plan will not always have access to comprehensive health care. Furthermore, these laws can cause a financial burden on employers who then must provide their traveling employees with additional health insurance or a cash payment to cover services such as abortion care.
The same is true for anti-LGBTQIA+ laws, which can significantly affect travelers’ decisions once they receive a business assignment in another state. In some states that limit the rights of LGBTQIA+ people, long-term business travelers may risk discrimination or even criminal penalties if they do not conform to the laws in that particular state. As a result, those people may feel that their job security is not secure and that going to such places is too intolerable of a risk.
These laws are creating a challenging environment for business travelers, yet they can also provide the opportunity for businesses to respond with proactive action. For example, companies can become more mindful when assigning employees to go to certain destinations and work to create a climate for their employees that is as inclusive and supportive as possible. Companies can also expand their travel policies to provide employees with additional support, such as providing insurance coverage or a stipend to cover health care services.
Ultimately, individuals and businesses will have to assess how these new regulations contain implications relative to their traveling employees, as increasing restrictions on abortion and LGBTQIA+ rights increasingly complicate business travel.