DRM is a single point of contact linking employers with the Ministry of Defence (MOD).
We offer advice and support on employing members of the armed forces community, and enable organisations to develop a mutually beneficial working relationship with the MOD. DRM builds on the successful SaBRE (Supporting Britain’s Reservists and their Employers) information campaign and continues defence’s work with reservists, their employers, and those organisations who want to partner with defence.
Find out more about rights and responsibilities for employers and reservists.
Defence is keen to establish open, strategic relationships with employers, tailoring partnering opportunities to mutual needs and business goals.
The ways we offer support include:
- employment of reservists and support through flexible HR policies
- employment of regular service personnel at the end of their engagements, in collaboration with the Career Transition Partnership (CTP)
- employment opportunities for service leavers with more challenging transitions including the wounded, injured and sick
- employment of spouses/civil partners of service personnel
- joint development of skills in areas such as engineering, medical, communications and cyber security
- career opportunities and support for cadet adult instructors
- tackling disadvantages faced by service personnel in the consumer market
Find out more about working with defence.
Rights and responsibilities for employers and reservists
Reservists are men and women who give up their time to train and serve alongside the regular forces. Reserve roles are diverse; as well as taking part in operational deployments, reservists are called out to help to deal with emergency situations in the UK, undertake military ceremonial duties and engage with schools, young people and cadets.
At every stage of a reservist’s career, there are obligations for both reservists and employers. It’s important to be aware of these as some are governed by law (e.g. the legal right to reinstatement in civilian jobs after a period of mobilised service).
Follow the links below to find out about your legal rights and responsibilities as an employer or reservist with regard to:
- how the employer is notified
- financial support for reservists
- financial support for employers
- payroll reporting for employers
- returning to work
There are resources available that provide guidance and support on all aspects of employing reservists.
To provide feedback and suggestions on how this website could be further developed please email: email@example.com
How to employ service leavers
The Career Transition Partnership (CTP) is the MOD’s official provider of resettlement support to members of the armed forces at the end of their service. The CTP provides a recruitment service at no cost to employers and connects organisations with regular service personnel at the end of their engagements.
The CTP provides comprehensive resettlement services ranging from creating CVs and learning how to transfer military experience to civilian roles, to completing vocational training courses and finally approaching the job market with confidence.
The Armed Forces Covenant
Since June 2013, over 1400 companies have publicly pledged their support to the armed forces community by signing the Armed Forces Covenant. By signing the Armed Forces Covenant, organisations pledge to honour 2 main principles:
- no member of the armed forces community should face disadvantage at work or in the community compared to other citizens
- in some circumstances special consideration is appropriate for those who have given most, such as the injured or bereaved
Find out which employers in your region or industry have pledged their support to the armed forces community on the Armed Forces Covenant signed pledges page.
Employer Recognition Scheme
Organisations who take positive action to make their workplace more reservist friendly and support the wider Defence People requirements may be eligible for Employer Recognition Scheme (ERS) awards
These awards are a public recognition by the MOD of an employer’s efforts to pledge, demonstrate or advocate support to the armed forces community. If you are a reservist you can thank your supportive employer with public recognition, nominate them for an ERS award.
Develop an HR policy for reservists
In order to attract reservists to their workforce and treat them in a consistent and fair manner, many organisations incorporate support for Reservist employees into their human resources policies.
To see what employers typically include in a reservist HR policy, download our policy template.
Support for reservists
As a reservist, there’s a great deal of support available to you. If you have any questions relating to civilian employment that haven’t been answered in the rights and responsibilities for reservists and employers section on this site, or you are experiencing difficulties with your employer, you can contact your Unit Employer Support Officer.
Each unit has an Employer Support Officer who is the main authority on employer issues. Your detachment commander or Permanent Staff Administrative Officer (PSAO) will be able to put you in touch. Employer Support Officers can give you legal advice or tips on how best to talk to your employer to encourage them to support your reserve service.
You can also contact us for advice on the DRM helpline (0800 389 5459) or report disadvantage at work online.
For further information and advice on employing members of the armed forces community and partnering with defence, contact DRM.
Defence Employer Support Helpline: 0800 389 5459 (Monday to Friday, 9am to 5pm)
Regional Employer Engagement Directors can offer you support and advice relating to defence personnel issues, particularly employment of reservists, veterans (including wounded, injured and sick), cadet instructors and spouses/partners.