It’s been a busy two weeks for CHROs and chief security officers at firms with an employee presence in the Middle East.

The US and Israel’s coordinated strikes on Iran disrupted travel in major transit hubs like Dubai, leaving many passengers—including those traveling for business—without a clear path home.

Countries that were once considered safe havens for Western business, like the United Arab Emirates (UAE) and Qatar, have been directly impacted by retaliatory strikes from Iran. The unrest has prompted some companies to evacuate their employees, while others have allowed staff to temporarily relocate or work remotely. Citi and HSBC are among the banks that told staff to leave the firm’s offices in Dubai and Qatar, respectively, on Mar. 11, according to the New York Times.

As the conflict in Iran continues to evolve rapidly, HR and security consultants said it’s critical that employers continue to communicate with affected employees about support and resources that are available to them, as well as any evacuation plans.

For more on how multinational firms are supporting workers affected by the US-Israeli war with Iran, keep reading here.—CV

The Equal Employment Opportunity Commission (EEOC) issued a decision in a 2-1 vote on Feb. 26 about which bathrooms transgender federal employees can access.

Catch up. The decision overturned the 2015 decision in Lusardi v. Department of the Army that allowed federal employees to access bathrooms that matched their gender identity. Now, transgender federal workers can only use the bathroom that corresponds with their gender at birth.

EEOC Chair Andrea Lucas argued that the decision was made in accordance with Title VII of the Civil Rights Act of 1964, and that the law “permits a federal agency employer to exclude employees, including trans-identifying employees, from opposite-sex facilities.”

Private employers are paying attention. Employers should familiarize themselves with local laws because some states, such as California, allow workers to use the bathroom that corresponds with their gender identity.

For more on what HR should know about the EEOC decision, keep reading here.—KP

Times are changing at Nestlé. The world’s biggest food group has introduced a fresh strategy for measuring performance and determining the cream of the crop.

The new system offers large bonuses for high performers and little to nothing for the lowest performers in an updated six-tier structure. Top employees could see payouts rise to 150% of their target, while those receiving an “unsatisfactory” rating will receive between 0% and 50% of the target.

Nestlé is in the throes of a grand turnaround plan led by new CEO Philipp Navratil (a longtime employee appointed to the top job in September 2025 in the aftermath of a scandal involving his predecessor) to arrest declining sales. He swiftly announced plans to axe 16,000 jobs over the next two years, refocus on core businesses (coffee, pet care, nutrition, food and snacks), and off-load underperforming units.

For more on the goings on at Nestlé, keep reading on Revenue Brew.—BS

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