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Business travel is an important aspect of many organisations. For those who rely on international travel to build cross-border connections, understanding the drug laws of the countries you plan to visit is imperative. If ignored, the consequences can be dire.
It may not immediately spring to mind when discussing business travel, but the intricacies of drug laws can vary vastly depending on the country you’re in. This goes for prescription medication, too.
Before travelling, or sending an employee off on an international trip, there are some precautions that must be taken to avoid getting into legal trouble.
According to Asia-Pacific regional chief medical officer at World Travel Protection, Neil Slabbert, the prior legwork is invaluable in these situations.
“Though often overlooked, before you travel, it’s important for employees to do their homework on the medication rules of their destination. While employers have a duty of care to share these resources, employees should familiarise themselves with what is and isn’t allowed at the destination they are travelling to,” he explained.
“It’s also worth noting that some companies may have policies regarding recreational drug use for employees travelling abroad, which could result in termination if denied entry to a country. Refer to official government websites for the most current and accurate information, as regulations can vary significantly between countries. While certain medications may be legal in Australia, they could incur severe penalties abroad, including fines or imprisonment. For instance, Japan prohibits certain treatments like Ritalin for ADHD; and imposes restrictions on over-the-counter cold and flu medications containing pseudoephedrine, readily available without a prescription in Australia.”
It may be beneficial to consult with your doctor prior to travelling. It’s better to be safe than sorry, and a quick check-up with your general practitioner (GP) could prevent severe legal complications.
Slabbert continued: “At World Travel Protection, we always recommend consulting your doctor regarding alternative medications and travelling with a letter and original prescription from your doctor or specialist to ensure your health requirements and treatment continue to be managed while you are travelling.”
“Also, be mindful of the differences in drug laws and healthcare systems. The purity, strength and dosage of drugs overseas may differ significantly from what travellers may be used to back home, and the absence of familiar healthcare systems and regulations can lead to complications. And remember to disclose all pre-existing medical conditions and ongoing treatments to your travel insurer, if required by your policy, for comprehensive coverage of potential health issues during your trip.”
While the individual should always adequately prepare for a business trip, employers also have a duty of care to ensure staff are knowledgeable on responsibilities and potential hiccups.
“Employers have a responsibility to ensure their employees are well-informed about the legal requirements in the countries they visit, including the potential consequences of using medications and recreational drugs. It’s worth noting that in the case of an incident where drugs and alcohol might play a contributory role, an employee’s travel insurance claim could also be void,” Slabbert said.
“To ensure compliance and minimise risk, employers should consider drug laws from frequented locations in their HR policies. It’s a good idea to have guidelines in place for how employees should behave when they’re not at work, too. For instance, if teams within the organisation often travel to places like California where cannabis is legal for both medicinal and recreational use, you might want to set up some policies around recreational drug use.”
“Additionally, it’s important for employers to remind employees to talk to their regular GP or the company’s travel doctor before they travel. Employers should consult travel risk management and assistance providers because they have trained security and medical experts who can help companies prepare their employees to stay safe when they travel.”
As with many potential hazards, Murphy’s Law should be maintained: “Anything that can go wrong will go wrong.”
Slabbert commented: “If an incident regarding medications or legal matters occurs, an employee’s best course of action is to inform their employer and the company’s designated travel assistance company as soon as they’re able to. This can be done through emergency contact features via an app provided by their assistance provider, such as the Travel Assist app by World Travel Protection, or by calling their provider directly.”
“Keep detailed records of what occurred, including any injuries sustained, medical treatments provided, and relevant information about the location and circumstances of the incident. This will help streamline the claims process as your insurer will most likely require medical records if you attended a hospital.”
Slabbert concluded: “Your wellbeing and safety are your company’s and travel risk management provider’s top priorities. However, prevention and being mindful of the consequences of carrying certain medications is your best bet to having a hassle-free work trip – and to avoid potential harsh penalties, including even capital punishment, for drug offences.”
Jack Campbell
Jack is the editor at HR Leader.
