What employers need to know about hiring military veterans
According to the UK government’s guide to hiring veterans, ‘at least one in 25 people are veterans with just under half (47%) of working age (under 65)’, and veteran employment in the UK remains strong. Yet many employers remain unaware of the unique benefits of hiring veterans across all industries. Additionally, there are specific benefits to hiring disabled veterans, which will be explored later in this article.
Who is considered a military veteran in the UK?
According to the Ministry of Defence and the Armed Forces Covenant, military veterans are defined as individuals who have served for at least one day in Her Majesty’s Armed Forces (Regular or Reserve), or Merchant Mariners who have participated in legally defined military operations.
While the Armed Forces Covenant considers anyone who has served in the Armed Forces a veteran, many ex-Armed Forces personnel in the UK do not refer to themselves as veterans. Instead, they are more commonly described as ‘Service Leavers’ in legal contexts.
Hiring military veterans with a disability
As defined in our guide to disability at work, the Advisory, Conciliation and Arbitration Service defines a disabled person as someone who:
- Has a physical or mental impairment, and
- The impairment has a long-term effect on their ability to carry out normal daily activities.
While being a veteran isn’t a protected characteristic in the UK, veterans who acquired a disability during their service may fall under protections described in the Equality Act 2010 and the Disability Discrimination Act 1995. Employers can refer to official guidance for details on how these protections may apply.”
Conducting a needs assessment for veterans with disabilities
As detailed in our guide to veteran and Armed Forces employment rights, veterans with military service-related health conditions (including physical, mental, or neurological health issues) government guidance discusses considerations for workplace adjustments. Examples may include flexible or remote working arrangements, quiet spaces or adjustments that support wellbeing, depending on the situation. Employers can review official guidance when assessing what may be appropriate.
Veterans with disabilities may be eligible for reasonable adjustments in line with how adjustments are considered for other employees. Their needs are generally reviewed using the same principles that apply across the workforce. Where additional support may be helpful, employers may choose to carry out a disability needs assessment to explore potential accommodations.
Visible vs invisible disabilities
Not all disabilities are visible. Veterans may acquire mental or neurological disabilities during their service rather than physical ones.
It is important for businesses not to make assumptions about the type of disability a veteran may have. Instead, employers should listen and learn directly from the veteran about their disability and how it affects their work. This approach ensures that appropriate support is provided based on the individual’s needs.
Benefits of hiring a veteran
According to a UK government announcement, veteran employment is at an all-time high, with 89% of veterans in work. Veterans bring a wealth of valuable qualities to the workforce, including resilience, a positive attitude and a range of transferable skills. Some key skills that veterans or Service Leavers may possess include:
- Health and safety training
- Leadership skills
- Conflict management and de-escalation techniques
- Strong teamwork and collaboration
- Security awareness, including cybersecurity training
- Medical training
- Organisational and time-management skills
Ex-Armed Forces employees often have an impressive skill set, built from adapting quickly in high-pressure or dangerous situations. Their experience may include a strong focus on health and safety regulations, as well as security measures both on-site and online. Businesses seeking to close skills gaps, such as cybersecurity skills, may consider veterans as an excellent option to offer the training and expertise needed.
National Insurance relief when hiring a veteran or Service Leaver
Government guidance indicates that some employers may be able to access National Insurance relief in certain circumstances when hiring a veteran. Eligibility and any potential savings depend on individual situations, and employers can refer to official HMRC materials for details.
The benefits of hiring a veteran with a disability
According to a UK government guide to hiring veterans, recruiting employees with a disability can help businesses better reflect in the communities they serve. Doing so can also bring additional skills such as British Sign Language and attract a wider pool of high-quality applicants.
Hiring individuals from diverse backgrounds with various perspectives can contribute to a more innovative approach to business. As highlighted in our guide to authentic diversity and inclusion initiatives, ‘authentic leadership is about embracing what individual personalities bring to the organisation and getting everyone involved in the journey’. Promoting diverse voices rather than trying to ‘fit’ them into the existing company culture, can empower employees and keep them engaged. Additionally, this approach can increase collaboration and boost productivity.
Do employers receive financial help when providing reasonable adjustments?
Government guidance discusses how reasonable adjustments may be considered under UK equality legislation. Employers can refer to official government sources for detailed criteria.
However, the UK government’s Access to Work scheme allows employees to apply for a grant to cover practical support in the workplace. Some employees choose to explore the UK government’s Access to Work scheme, which provides grants for certain types of practical workplace support.
Hiring ex-Armed Forces personnel offers many benefits, such as diverse skill sets and National Insurance relief. By hiring disabled veterans, employers can tap into an even broader range of skills and experiences, such as British Sign Language or a new perspective on the communities a business serves. However, it is important to note that the UK government does not provide financial assistance for making reasonable adjustments, so employers may need to account for this in their budgeting.
