What supportive employers do and how they can help

To help Reservists manage dual careers, forces friendly organisations often look to embed structural flexibilities within their operational frameworks. Depending on their size and resources, employers may choose to implement various forms of support.

– Dedicated leave policies: Many supportive employers grant specialised, sometimes paid, leave so Reservists do not have to use all their personal annual holiday to attend mandatory training.

– Mobilisation frameworks: Organisations often establish HR guidelines that line managers manage any Reservist employees absences and returns, including how-to guides and reintegration support.

– Reintegration support: Upon return from active service, some companies provide informal or structured return to work pathways to ease the transition back into a civilian role.

– Internal networks: Certain employers set up internal Armed Forces networks or peer groups, which can help Reservists feel visible and understood within the company culture.

Why employers choose to do it

While supporting the nation’s security is a factor, hiring and supporting Reservists can also be a strategic business decision.

– World class transferable skills: The Ministry of Defence invests heavily in training Reservists. Employers can gain workers with advanced skills in leadership, communication, crisis management, physical resilience, and cyber or logistical capabilities, often at zero training cost to the business.

– Commercial procurement benefits: In the UK, public sector and defence contracts allocate up to a ten percent evaluation weight strictly to Social Value. Having certified veteran and Reservist policies could help businesses win multi million pound government tenders.

– Corporate reputation: Publicly backing the defence community can act as a useful badge of corporate social responsibility, which may enhance talent attraction and brand value.

The Defence Employer Recognition Scheme requirements

The Ministry of Defence manages the scheme to formally thank and evaluate organisations that support the Armed Forces community. Progression requires moving systematically from Bronze up to Gold.

Bronze Award:

The entry level tier recognises employers that state their intent to support defence personnel.

– The organisation must have signed the Armed Forces Covenant.

– The company must explicitly declare they are open to employing Reservists, veterans, Cadet instructors, and military spouses.

– Must display a forces friendly ethos and feature the scheme logo publicly on corporate letterheads or website collateral.

Silver Award:

The mid-tier level rewards organisations that turn their written pledges into active, measurable company policy and culture.

– The employer must already hold the Bronze Award and formally offer a minimum of five days additional leave, paid or unpaid, per year specifically for Reservist training commitments, and offer flexibility to Cadet Force Adult Volunteers.

– Recruitment practices must explicitly ensure that defence personnel are not unfairly disadvantaged. Policies must be actively communicated to all staff so workforce awareness is uniform.

– The organisation should also scope how they might support MoD sponsored Cadet Forces.

Gold Award:

The highest accolade recognises businesses that actively champion the defence community internally and to the outside world.

– Must hold a valid Silver Award, and provide an audit trail of long term commitment.

– Must step up their leave policy to provide at least ten days additional paid leave annually for Reservist training, and 5 days for Cadet Force Adult Volunteers (although many match their Reservist policies).

– The company cannot just be a passive supporter. They must actively influence their supply chains, clients, and peers to sign the Armed Forces Covenant and implement forces friendly HR practices.

– They should also be able to evidence what tangible support they have offered the Cadet Forces.

Learn about the Armed Forces Covenant.