What is a veteran of the Armed Forces?

A veteran of the Armed Forces is, according to the Ministry of Defence and the Armed Forces Covenant guide, a person who has served for at least one day in Her Majesty’s Armed Forces (Regular or Reserve) or as a Merchant Mariner who has participated in legally defined military operations. However, not all veterans refer to themselves as such, and may use other terms such as ‘Service Leavers’ or ‘ex-Armed Forces’.

Is being a veteran a protected characteristic?

Veterans, like all individuals, may have characteristics that are protected under UK equality legislation. Employers can consult official guidance for details on how these protections apply. These protections include their sex, race, sexual orientation, gender reassignment, marital or civil partnership status, religion or belief and disability. Employers may want to keep these protected characteristics in mind when hiring veterans and other staff to help support fair and inclusive employment practices.

The Armed Forces Covenant

The Armed Forces Covenant is a government-backed initiative that expresses a commitment to fair treatment for veterans and supports wider awareness of Armed Forces employment issues.

Some sectors are affected by legislation related to service personnel. Employers can refer to government sources for details on how these requirements apply, the Covenant itself is generally a voluntary pledge for most employers. According to the UK government, best practices for adhering to Covenant pledges include:

The UK government shares examples of how some organisations choose to demonstrate support for the Armed Forces community. These can vary widely depending on the business and its resources. Examples of activities some employers opt to take include forming community groups, highlighting commitments publicly, recognising transferable skills and offering flexibility where feasible. These examples are illustrative only, and organisations typically decide for themselves how they wish to engage with the Covenant.

While these pledges are voluntary, many businesses looking to position themselves as fair employers may benefit from signing the Covenant. In our guide on fair chance hiring and fair selection, we looked at some ways that businesses can make their hiring practices more equitable.

One way to achieve this is by working with HR or legal professionals to define what fairness means and which principles the business will uphold. This can also involve identifying and addressing parts of the recruitment process that may disadvantage veterans or ex-Armed Forces candidates. For example, reviewing interview processes to ensure disabled candidates are not put at a disadvantage and providing appropriate accommodations where needed.

Employment rights for reservists

Government sources note that approaches to time off for reservist training vary by employer. Official guidance outlines considerations employers may review. However, for those who choose to support their reservist employees, training typically includes:

• One evening a week
• Several weekends throughout the year
• A 15-day training course each year

Government guidance discusses how redundancy considerations may apply to reservists. Employers can review official materials for current information. In general, guidance also notes that they should be treated consistently with other employees during business changes or closures.

What employers need to know about mobilisation

When a reservist is required for full-time service, this is known as mobilisation. Reservists are generally expected to respond to mobilisation callouts, according to government guidance. Government sources describe notice periods and mobilisation timings in their official guidance. Reservists are encouraged to inform their employer as soon as possible once they know they are being mobilised. In this situation, employers are usually also sent a pack about reservist rights and their responsibilities.

The UK government provides financial assistance to both employers and reservists during mobilisation. Government guidance discusses considerations related to dismissals during mobilisation. Employers can refer to official materials for details. Employers can refer to the official guidance for details on how these processes are handled.

What employers need to know about reservists returning to work

Government guidance outlines how reinstatement after mobilisation may work. Employers can refer to the official criteria provided by the UK government. As soon as a reservist knows they can return to work, they must notify their employer. Government guidance indicates that reservists generally have a right to return to employment after mobilisation, and employers may review this guidance when determining next steps. If their previous position no longer exists, employers can offer them a similar alternative within their business. 

Government sources describe reinstatement timeframes and provide examples in their published guidance. The official guidance includes examples to illustrate how these timeframes may work in practice, and employers can refer directly to that government material for detailed criteria.

Rights for employees with a disability

While being a veteran may not be a protected characteristic, having a disability is. If a veteran has any military-related health conditions (including physical, mental or neurological health issues) they might be eligible for accommodations or reasonable adjustments in the workplace. 

Some employers choose to offer workplace adjustments based on individual needs and relevant guidance. Examples vary depending on the organisation and situation.

Employers can also consider wellbeing strategies and perks such as:

• Providing free mindfulness, meditation and yoga classes or vouchers
• Providing gym vouchers or an on-site gym facility
• Creating an open-door policy so that veterans can check in with their employers if concerned about their mental or physical health at work

Equal opportunities in the army

While civilian businesses can support Armed Forces and veteran employees, it’s equally important for military organisations to prioritise equal opportunity employment.

According to the British Army government website, it describes initiatives and resources intended to support an inclusive environment. The British Army states on its website that it aims to foster an inclusive culture in which personnel feel respected, supported and able to reach their potential.

The British Army demonstrates this commitment by:

• Being transparent about pay, particularly pay scales
• Having quiet prayer rooms which are available to people of all religions
• Providing spiritual advisors for units, offering guidance and support
• Providing the same pension arrangements and parental benefits to LGBTQ+ personnel and their spouses or civil partners

Being LGBTQ+ in the army

The British Army has created the Army LGBT Forum which provides resources and support to LGBTQ+ serving personnel. This includes:

• Networking events
• Peer support
• Social meetups
• Careers advice
• A website for news and information

Before hiring a reservist, it is important for businesses to understand the rules concerning mobilisation, including re-hiring and other employment rights. While being a veteran isn’t a protected characteristic in the UK, veterans may still have protected characteristics such as a disability. 

When hiring veterans and reservists, employers may explore different approaches to support fairness in their processes. Some organisations choose to sign the Armed Forces Covenant, while others may focus on reviewing interview accessibility, reviewing job descriptions or seeking external guidance.

Related: DEIB+: what it means, why it matters and how to do the work