Steven

It is a very difficult question and without I suggest a definitive answer. Doing what is reasonably practicable as an employer to protect your employees will depend largely on the risks your employees face when working abroad. Clearly, some parts of the world are inherently more risky than others. That said, guidance via a list of dos and don'ts and consultation would be at the top of my list.

I believe there are companies out there in the public domain who specialise in this field and it is probably worth contacting them for some proper professional input.

Thanks both, Ok, to expand on my question, I am satisfied that in terms of 'at work' on site risk is well managed, SSOW in place etc. etc. but we have had a guy who tripped over a flip flop (damn you flip flops!!) in his accommodation and banged his head. As he is is abroad working for us does our duty of care extend to his and their down time? Do we stop them having a drink at weekends incase of accidents? Do we inspect their rooms for trip hazards?
I can picture a solicitor saying 'If it was not for your company he would not have been there, therefore the DOC exists'.

Think about what is 'reasonable'. It is reasonable DOC extends to 'at work' however it would not be reasonable to extend the DOC to their down time, having a drink etc.