The Mobilisation Process
This new Briefing gives an overview (as well as detailed information and assistance) of the mobilisation process, so that Reservists and their employers know what to expect if they haven't already experienced it.
Mobilisation is the process of calling Reservists into full-time service with the Regular Forces, to play an essential part in military operations. Under the provisions of the Reserve Forces Act 1996, all Reservists are committed to this possibility, if required.
Mobilisation service is the ultimate test of the rigorous training that Reservists undertake. Almost every Reservist, who has been away on active service, returns stronger, wiser and more capable for the experience.
It also presents significant challenges and upheavals. Not only for the Reservists themselves and their families, but for the employers who have to deal with their absence.
Each of the Reserve Forces follows a strict process when Reservists are mobilised. Although there is no statutory requirement for a warning period prior to mobilisation, the Services aim to give the employer and their Reservist employee a full 28 days' notice of the date when he or she must report for duty.
The period of mobilisation consists of three distinct phases: pre-deployment training, the operational tour itself and post-tour leave. The total can range from three months or less, up to a maximum of 12 months.
For more information about the mobilisation process, please refer to the 'Related information' section on this page to download the PDF document - Briefing 8 - The mobilisation process. Alternatively, you can use this website (see Mobilisation) or click on the banner below to view the guide to mobilisation steps (click here to view the text only version).
The Reservist's story
When John was called up in February 2003, to be part of the TELIC 1 operation in Iraq, he was one of the first Reservists to be mobilised since the Suez crisis in 1956. So it's hardly surprising that it was a steep learning curve for everyone involved. "It was a bit of a shock," he says, "We only got about two weeks notice."
Fortunately John, who works for Stena Line in the Port of Belfast, is one of many Reservists blessed with supportive employers. "I went in to see Billy Weekes with the employer's papers and he said 'Right, off you go. Drop what you're doing and sort your life out, because I'm sure you've got a million things to do.' They were brilliant."
While his departure to active service was much quicker than 28 days generally allowed for now, his demobilisation six months later was even faster. Within four hours of reporting back to the Mobilisation Centre in the UK, he was a civilian again and on his way home.
Much has changed since then, as John - who is now a senior officer in his TA unit - is well aware. "We went in blind on TELIC 1, whereas now Reservists get SaBRE briefings to let them know what will happen and the unit welfare officers to help them."
John now calls on his own experiences to help the families of mobilised Reservists from his unit by sending out newsletters to keep them informed, organising family days and even doing DIY chores.
The employer's story
For a man with no prior experience of dealing with Reservist mobilisation, Billy showed himself to be a very fast learner, as well as an exemplary employer. Not only did he give John immediate leave to prepare himself for departure, he took him out for lunch - before leaving and on returning - and kept in contact with both John and his family at home, during the tour of duty.
"At the end of the day, the Stena Line operation must come first. All we were really concerned with was John's well-being and for him to return home safely."
Billy co-ordinated with his Human Resources department to deal with John's mobilisation. "We covered his position with staff within the workforce...we didn't need to bring anyone in from outside."
He also made sure that John was well prepared for his return to work after demobilisation and a period of leave. "We brought him in for three days to retrain, as part of our Health & Safety policy within the port. If employees have been away for a while, on sick leave for example, we like to get them in to re-familiarise themselves with the vehicles and so on, before they come back to work."
For all the challenges presented by mobilisation, there have also been benefits. Previously, as a shop steward at the port, John sometimes had a "frosty" relationship with his boss, but both men now note a significant improvement. "John's easier to work with now", says Billy. "The working relationship now is brilliant", John agrees.
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