We examine how employers can better manage the risks for expatriates working in danger zones. There are some generally accepted methods for managing expatriates, such as helping them better adjust to their environments through improved pre-departure training, home country leave, etc. However, expatriates working in high-risk environments need extra support to manage their safety and security. Prior research has identified several methods which protect expatriates in such environments (e.g. crisis management, safe houses and evacuation procedures). These techniques are typically recommended for a broad spectrum of expatriates. Nevertheless, people accept expatriate assignments in various locations, industries and positions. Occupational differences in risk management for expatriates have not been extensively studied, however, although occupational differences can be a key factor in expatriate risk management. For example, foreign correspondents seek unique opportunities for self-expression, nurses look to help others and engineers crave challenges where they can use their problem-solving skills. Employees in different occupations desire different levels and types of interaction with the local environment. This can result in occupational differences in the risks that expatriate face. However, these differences also create opportunities for occupation-specific methods for managing both the likelihood and severity of harm from different causes. By recognising the existence of these occupational differences, organisations can tailor their risk management methods to specific occupations. This can reduce expatriate frustrations and increase their acceptance of risk management techniques designed to help improve their safety and security.