State employment laws may also offer more protections. Therefore, employees have a right to refuse travel for concrete and valid reasons. For example, an employee can refuse to travel if they are not given sufficient rest periods between trips or they're required to travel in unsafe conditions.

In 2026, your legal right to refuse to fly for work depends on your employment contract and the "reasonableness" of the request. Generally, if travel is listed as a core duty in your job description, a refusal could be considered insubordination and lead to termination. However, there are three main exceptions in 2026. First, under OSHA (or similar regional) safety laws, you can refuse if there is a "reasonable belief" of immediate danger (e.g., flying into an active war zone or a region with a declared health epidemic). Second, the Americans with Disabilities Act (ADA) may require an employer to provide a "reasonable accommodation" if you have a medically documented condition, such as severe aviophobia or a physical ailment that makes flying dangerous. Third, if the travel violates a religious belief or a specific collective bargaining agreement. Outside of these "protected" reasons, most 2026 employers expect compliance with travel duties unless you can negotiate a "remote-only" amendment to your contract.