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FAQs

Mobilisation

How will I know if I'm going to be mobilised?
When should I tell my employer that I've had a call-out order?
My employer is applying for exemption from compulsory mobilisation, but I really want to go. What can I do?
How much notice will I get before I have to report to the mobilisation centre?

Getting back to work

What's the procedure for getting my job back when I return to the UK?
I've been demobilised and now my employer says there's no longer a job for me. What do I do?
Can I go back to work during my post-tour leave?
I'm self-employed. Can I get any financial help for the time I'm mobilised?

Employer Notification

What is Employer Notification?
Do I have to give my permission?
Why does my employer need to know?
Do I have to tell my employer?
How do I go about telling my employer?
Can my employer object to my being a Reservist?
What will the Ministry of Defence send to my employer?
What happens if I'm on a short-term contract?
I'm not due to re-engage yet. Do I still need to tell my employer?

Employer Support

What is Employer Support?

How will I know if I'm going to be mobilised?

Mobilisation, whether compulsory or voluntary, is always confirmed by the issue of a call-out order and supporting documentary information.
However, your Unit Commanding Officer might contact you informally in advance to find out how you - and your employer - would feel about compulsory mobilisation. You should not take any action until the call-out order arrives. (See Mobilisation, what happens.)

When should I tell my employer that I've had a call-out order?

As soon as possible. If you do receive a call-out order for compulsory mobilisation, it is your responsibility to make sure that your employer is aware of it. Your call-out pack may contain a letter addressed to your employer or your employer may receive a letter directly from the single Service mobilisation centre that issued the pack. Whatever happens, you are still responsible for making sure that your employer is aware that you have been called out. (See Mobilisation, telling your employer.)

My employer is applying for exemption from compulsory mobilisation, but I really want to go. What can I do?

Both employers and Reservists are free to apply for exemption or deferral. The decision will be made by an experienced Service Adjudication Officer, based on the facts presented. (See Mobilisation, exemption and deferral.)

How much notice will I get before I have to report to the mobilisation centre?

We will try to give you as much preparation time as possible. If you volunteer for mobilisation, the time from volunteering to reporting for mobilisation is generally from six to ten weeks. For compulsory mobilisation, from receiving call-out papers to reporting for mobilisation is normally three weeks. There is an expectation that this will be extended to four weeks, but for short-notice operational mobilisations it can be as little as seven days. (See Mobilisation, what happens.)

What's the procedure for getting my job back when I return to the UK?

Your former employer is legally obliged to take you back into employment after your post-tour leave. You should be briefed on how to apply for reinstatement as part of the demobilisation process. At the same time, you'll be given a copy of Guidance for Reservists Returning to Civilian Employment: Procedures to Secure Reinstatement (JSP 532), which you should read carefully. The guidance tells you how long you've got to write to your employer applying for reinstatement. You should also think about going to see them in person. (See Mobilisation, return to work.)

I've been demobilised and now my employer says there's no longer a job for me. What do I do?

Under the Reserve Forces (Safeguard of Employment) Act 1985, your employer cannot terminate your employment without your consent solely or mainly because you are liable to be mobilised. The Act also states that you have the right to be re-employed by your former employer after demobilisation, provided the employing organisation still exists in the same form as before and provided you apply for reinstatement within the time limits set out in booklet JSP 532, Guidance for Reservists Returning to Civilian Employment: Procedures to Secure Reinstatement. If you need to discuss your situation with someone, contact SaBRE. (See Rights and responsibilities, legal protection.)

Can I go back to work during my post-tour leave?

Yes, but you must get written permission from your Unit Commanding Officer. This is to help make sure you don't go back to work before you're really ready. (See Mobilisation, return to work.)

I'm self-employed. Can I get any financial help for the time I'm mobilised?

Yes, you can claim for any difference between your service pay and earnings from your business up to a cap. You are also entitled to claim, in the same way as an an employer, for the extra cost of replacing yourself while you are mobilised. This is also subject to a cap. If you have a need for training to carry on your business and the need for that training is a consequence of your absence while mobilised, you may be able to claim for the cost of re-training. (See Rights and responsibilities, financial support and Financial assistance for employers.)

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 (MOD) will write directly to the employer of any new Reservist and to existing Reservists who are engaging for a further period of service. The letter is designed to let employers know that they have a Reservist working for them, and to tell them who they can talk to about the related benefits, rights and obligations. Effectively, EN means that you will have to tell your civilian employer that you are a Reservist unless there is a very good reason not to. From 1 April 2005, the EN process will also apply to officers in the Royal Naval Reserve, Royal Marines Reserve, Royal Auxiliary Air Force and Territorial Army. (See Rights and responsibilities, Employer Notification.)

Do I have to give my permission?

Giving us permission to contact your employer is a condition of joining or re-engaging as a Reservist. However, if you think you have a good reason for not telling your employer, you can apply for a waiver for up to 12 months. You can appeal against the decision if your application is turned down. However, you should be aware that your employer will still be contacted directly if you are mobilised. (See Rights and responsibilities, Employer Notification.)

Why does my employer need to know?

The more your employer knows about the implications of employing a Reservist, the more supportive they are likely to be. It is also unreasonable to expect your employer to support you if and when you are mobilised if they didn't previously know that you were a Reservist. Letting employers know at the start gives them time to understand their rights and obligations, and make proper contingency plans. (See Rights and responsibilities, Employer Notification.)

Do I have to tell my employer?

Reservists have always been strongly encouraged to tell their employer that they are a member of the Volunteer Reserve Forces (VRF). This includes mentioning your Reservist status at job interviews or telling your employer about your intentions before you join the VRF. Now, giving permission for the MOD to write directly to your employer is a condition of joining or re-engaging with the VRF. However, we will wait for four weeks before sending a letter to your employer to give you a chance to talk to them first. (See Rights and responsibilities, Employer Notification.)

How do I go about telling my employer?

Reservists are highly skilled, clear-thinking individuals, who are prepared to learn. That is why increasing numbers of employers recognise the value Reservists can bring to the civilian workplace. Talking to your employer about the benefits you offer as a Reservist will encourage their support. Talk to your employer about the training you've done and some of the training situations when you put your skills and qualities as a Reservist to use. It will help them recognise your extra potential and value in the workplace. (See Managing your employer.)

Can my employer object to my being a Reservist?

Under the Reserve Forces (Safeguard of Employment) Act 1985, your employer cannot terminate your employment without your consent solely or mainly because you are liable to be mobilised. If your employer is unhappy about your being a Reservist, talking to them about the unique skills and qualities that you develop in the Volunteer Reserve Forces could help to change their mind. You can also ask for help from your Unit. It is the role of the Unit Employer Support Officer to encourage your employer to be as supportive as possible. (See Rights and responsibilities, legal protection.)

What will the Ministry of Defence send to my employer?

The MOD will send your employer a letter letting them know that you are a Reservist. The letter will also explain your training and mobilisation obligations and your rights as an employee, as well as setting out your employer's rights and telling them about the financial assistance they can get. We will also send a follow-up letter once a year to confirm that the information we hold is still accurate. (See Rights and responsibilities, Employer Notification.)

What happens if I'm on a short-term contract?

If your contract is for six months or less, your employer will not be contacted unless you are mobilised.

I'm not due to re-engage yet. Do I still need to tell my employer?

You will be strongly encouraged to give your permission for the MOD to contact your employer, but you do not have to until the time comes to re-engage. (See Rights and responsibilities, Employer Notification.)

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 How can we help?)