Whenever Reservists are needed to fulfil their part of the UK's defence strategy, they are 'mobilised' or 'called out'. Mobilisation is the process of calling Reservists into full-time service with the Regular Forces on military operations. (See Mobilisation.)

When do the Armed Forces mobilise Reservists?

Under the Reserve Forces Act 1996, Reservists can be mobilised:

if it appears that national danger is imminent or a great emergency has arisen or in the event of an actual or apprehended attack on the United Kingdom (Section 52)
if it appears that warlike operations are in preparation or progress (Section 54)
to protect life or property outside the UK, or to alleviate distress or protect life or property anywhere in the world in times of disaster or apprehended disaster (Section 56) (See Legislation for mobilisation.)

Can Volunteer Reservists be compulsorily mobilised?

Yes. In a major crisis, the Secretary of State for Defence can call for the compulsory mobilisation of Volunteer Reservists, although in practice this happens very rarely. Both employers and Reservists have a legal right to apply for exemption or deferral. In most circumstances, Reservists are asked to volunteer for mobilised service. They must first discuss this with their employer before voluntary mobilisation can take place. You are under no obligation to give this consent; however, a period of full-time service can provide an invaluable experience in which the Reservist consolidates their skills. (See What is mobilisation?)

How long will a Reservist be away for?

Operational tours currently range from short tours of three months or less, up to a maximum of 12 months. The period will depend on operational need and the powers used for call up under the regulations laid down in the Reserve Forces Act 1996. For operational reasons, we will not be able to give you a return date. If you need more information, you can try contacting the Reservist's Unit. (See The mobilisation process.)

What happens to a Reservist's company pension while they are away?

The Ministry of Defence (MOD) will pay your pension scheme contributions, and deduct the Reservist's contribution from their military wage. (See Mobilisation, financial assistance for employers.)

Do I have to pay a Reservist if they volunteer for mobilisation?

No. You can also apply for financial assistance to cover any extra costs you incur. The Reserve Forces (Call-out and Recall) (Financial Assistance) Regulations 2005 set out what you can claim for. (See Mobilisation, financial assistance for employers.)

When an employee is mobilised, do I have to send you their P45?

No. Reservists need to show proof of their earnings. If you don't want to take them off the payroll, a P60 or pay slips will also count as proof.

Can I appeal against an employee being mobilised, or ask to defer mobilisation?

Yes. You have the right to seek exemption from, or deferral of, mobilisation if you believe that the Reservist's absence will cause serious harm to the business or related business. The definition of 'serious harm' to your business will vary from case to case. (See Mobilisation, exemption and deferral.)

What happens if I need to make a Reservist redundant while they're away?

It is against the law to dismiss an employee solely because they have a liability for mobilisation. If you have to make a Reservist redundant, you must be absolutely certain that their liability for mobilisation has no bearing on your decision. The law surrounding these issues is complex. If you are in any doubt about where you stand, please contact SaBRE or take legal advice. (See Legislation.)

Do I have to allow Reservists the holiday time they accrue while mobilised?

No, although many employers choose to do so. When they demobilise, Reservists will get a period of 'post-tour' leave which they accrue at the rate of 2.5 days per month of permanent service. (See Demobilisation.)

How often does a Reservist have to attend training?

Although an individual's training liability varies between the different elements of the Reserve Forces, for most Reservists the liability is made up of three forms of training: weekly training, which normally takes place in the evening and lasts about two-and-a-half hours; weekend training, which is occasional and spread throughout the year; and a continuous training period, which takes place once a year and generally lasts for 15 days. (See Training commitment.)

Do I have to give Reservists time off for training?

No. It is not a legal requirement, and we recognise that there may be times when you can't give Reservists time off. However, you should bear in mind that the training they are getting may well complement and support your own staff development programme. Before turning a request down, try to find out exactly what's involved and think about whether the training could actually benefit your organisation. (See Your rights.)

What is Employer Notification?

Employer Notification (EN) is a new procedure, which took effect on 1 April 2004. EN means that the Ministry of Defence will write directly to you if one of your employees joins the Volunteer Reserve Forces or is engaging for a further period of service as a Reservist. The letter is designed to let you know that you have a Reservist working for you, and to tell you who you can talk to about the related benefits, rights and obligations. Effectively, EN means that a Reservist will have to tell you that they are a Reservist unless there is a very good reason not to. (See Employer Notification.)

Why has Employer Notification been introduced?

EN is designed to encourage an open, honest relationship between a Reservist and their employer. This should help to minimise possible problems if a Reservist seeks leave for training or in the rare event of compulsory mobilisation. (See Employer Notification.)

Will I be notified in all cases?

One of the conditions when a Reservist joins or re-engages with the Volunteer Reserve Forces is to give the MOD permission to contact their employer directly. However, if a Reservist thinks they have a good reason for not telling their employer, they can apply for a waiver for up to 12 months. However, even if a waiver were granted, the MOD would still contact you directly if the Reservist were to be mobilised. (See Employer Notification.)

Can I object to an employee being a Reservist?

Under the Reserve Forces (Safeguard of Employment) Act 1985, you cannot dismiss an employee without their consent solely or mainly because they are liable to be mobilised. It is also important to remember that Reservists are widely recognised as offering teamworking skills, self-confidence, leadership qualities and experience of other cultures. (See Legislation for employment protection.)

What will the Ministry of Defence send me?

The MOD will send you a letter explaining that you have a Reservist working for you. The letter will also set out the Reservist's training and mobilisation obligations and their rights as an employee; your rights as an employer; and details of the financial assistance you can get. We will also send a follow-up letter each year to confirm that the information held is still accurate. (See Employer Notification.)

What happens if a Reservist has a short-term contract?

If the contract is for six months or less, a Reservist's employer will not be contacted unless they are mobilised.

What is Employer Support?

The name Employer Support describes all the work the Ministry of Defence does to develop and maintain strong relationships between the Armed Forces, Reservists and Reservists' employers. The aim is to ensure that employers understand the benefits of employing Reservists and are happy to release them for training and, when necessary, mobilisation.

What is the SaBRE campaign?

SaBRE is a Ministry of Defence marketing campaign, set up in October 2002 with the goal of gaining and maintaining the support of employers of Reservists. SaBRE has a nationwide profile and is supported by regional SaBRE contacts. (See What is SaBRE?)

What are the aims of the campaign?

SaBRE was created on the understanding that the better an employer's knowledge of the role of Reservists and the skills they develop, the greater will be that employer's support for the Reserve Forces. (See What is SaBRE?)

What kind of support does SaBRE offer?

SaBRE provides general advice to employers and Reservists and information about everything from a Reservist's training obligations to an employer's legal rights and responsibilities. Its activity includes staffing a helpline for Reservists and employers (0800 389 5459); maintaining this website; hosting events; lobbying on behalf of Reservists and their employers; and raising awareness of Reservists' skills and qualities and the potential benefits of giving them civilian employment. (See SaBRE, how can we help?)