Use this check list to test how much you know about your rights and responsibilities as an employer of Reservists.
Reservists undergo training throughout their military careers which helps them to build a set of skills ranging from leadership and problem solving to working well under pressure.
Find out more about the skills Reservists bring to the workplace
Reservists’ training commitments vary depending on the type of unit they’re with and their particular specialisation. On average a Reservist takes part in evening and weekend training as well as a 15 day period of continuous training (or annual camp) which happens once a year.
Read more about training commitments
Once a Reservist employee has been demobilised and has made an application for reinstatement to employment, you have a duty to reinstate them in their former job for a minimum period, or if this is not possible to offer them suitable alternative employment.
Read more about the return to work process
If your Reservist is mobilised, you can claim financial assistance to cover the costs of finding a temporary replacement or retraining your Reservist employee under certain circumstances on their return.
Read more about financial assistance
In most instances, your relationship with a Reservist member of staff will be exactly the same as with any other employee. However, Reservists do have certain liabilities to be aware of – for example, the possibility of mobilisation.
Find out more about your rights and responsibilities
Each of the Reserve Forces follows strict procedures when it comes to mobilising a Reservist. These include the issuing of a call-out notice, pre-deployment training, the actual operational tour itself, demobilisation and finally, returning to work.
To find out more read our step by step guide
Your Regional SaBRE Campaign Director can help you tailor your existing policy to include Reservists, or you can download a template policy to adapt for your organisation.
Read more and download the Developing Reservist policy e-briefcase