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Trying to be very unspecific here so we'll see how it goes.
I oversee a couple of worksites outside of Europe.. Worksites are classed as "remote" so you come here, stay onsite for x days then go home for y days. One of my colleagues (resident in this country but born elsewhere) has confided in me some fairly worrying behaviour from their partner that is continuing whilst my colleague is at the remote worksite, to the point where I think there's probably a child welfare concern - excessive marijuana use, driving whilst under the influence, leaving kids asleep and alone at night to go out partying, etc. This has been an ongoing thing, they first made me aware roughly 14 months ago, although the marijuana use and DUI is a recent development as far as I know. My colleague is understandably and justifiably upset about the situation but has no family support network in this country to take care of the kids whilst they are here.
Would I be out of order if I spoke to one of my managers in the office to see if we could arrange for my colleague here to work in the office and therefore be around for the kids until things can be sorted out properly? My colleague is the type to sit and mull on things to the point of overthinking and there is probably a pride/embarrassment reason for not wanting to speak to the office themselves. I don't want to break the trust my colleague has shown by confiding in me, but a) I feel terrible for my colleague, b) I feel terrible for the kids, and c) I have to consider the safety aspect of my colleague's mind being elsewhere on what is, by all measures, an exceptionally dangerous worksite.
Suggest it to your colleague first and only do it with his permission.
Also I’d give as little information to others as possible. It’s his business to disclose, not yours.
I'd do it on the quiet TBH, take the Manager to one side and have a chat, especially if you think it can be organised and no impact on their work - even if it means you/others just have to shoulder a bit more offsite.
How's your relationship with the Manager?
If you are peers then you can be supportive and give advice but do not break any confidence by trying to be helpful.
Also consider where the burden would fall if this colleague were to be pulled from working on the site. If on you would you be ok with it?
Suggest it to your colleague first and only do it with his permission.
Also I’d give as little information to others as possible. It’s his business to disclose, not yours
It’s his business to disclose, not yours
This is my overall opinion, it's just an unfocussed/distracted mind could have disastrous consequences.
I'll speak to them about the option, maybe put them on light duties here for now.
Is the safety angle critical? You certainly have to speak to him and suggest it as a solution for to him and urge him to report to the big boss.
If the safety concerns are serious enough the do you have a duty to report that? Go to the boss with " I noticed Fred was distracted on site, I had a chat. its nasty personal stuff. Can we keep him on the desk for the foreseeable?"
Suggest it to your colleague first and only do it with his permission.
This is my employers position on this kind of thing, and what I have to do as a manager. Whilst we don’t have people out of country for a long time, we do have people working away from home in the UK for extended periods, in hotels etc.
If teams members confide a personal matter such as that, we will look to roll them off and onto more local work if we can to support them. But it’s always at the employee’s request. Sometimes they don’t want to come home because being away gives them a necessary break.
Suggest it to your colleague first and only do it with his permission.
That's kind of where I am with this – speak to your colleague, express your concerns, suggest what you think would be a potential solution (ie, desk job) and say that you would be happy to ask their line manager if they feel unable to do so (with their permission of course). I would suggest that, by telling you in the first place, your colleague is crying for help so be there to offer it if they want it.
You could speak to your manager about a ‘hypothetical’ situation, and if they are positive about providing help for an employee then encourage your mate to go and speak with said manager. <br />I totally understand the ‘not your business’ angle, and you do need to be careful re gdpr as well, but if your mate needs help surely you would do your best to provide support ?
I think the age of the children might be relevant here also. Aside from any work related safety issues if you believe the children are in danger/at risk then it might shape what you do. From a safeguarding perspective if someone has made a disclosure to you, in confidence or otherwise, you have a duty to protect the children by informing someone appropriate.
Sounds like it could be the sort of organisation that would have an employee support programme available so I'd suggest someone makes sure the individual is aware of that too,and encourages them to make use of it.