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Employers' Information
Most of the volunteers in the Reserve Forces combine their military activities with a full time job, and at some time are likely to experience a conflict between the demands of civilian career, reserve duties and family. Since Reservists are usually financially dependent on their primary job, it is understood that where such a conflict occurs, the civilian job must take priority.
Civilian employment and Reserve Service need not be in conflict if managed sensibly, and the interlocking of both jobs can work so that it becomes a profitable partnership. The civilian employer gains highly motivated employees who possess additional skills and values, and the military have available trained reservists who bring transferable skills from the workplace to their operational role. To read about local Reservists and their employers, why not download a copy of "Online"
Why have Reserve Forces?
Our Regular Armed Forces have reduced steadily in size since the the Second World War, and are now the smallest they have ever been. Although small in numbers, they are arguably the best professional force in the world. From time to time, the range of tasks they are required to carry out exceeds the manpower available.
The Strategic Defence Review (July 1998) recognised that since the collapse of communism, there has remained great international instability, and a continuing need to protect Britain's interests worldwide. Deployments such as those in Iraq or the Balkans or other humanitarian aid and disaster relief commitments, mean that on occasions, our Reserves may have to be used, selectively and flexibly, to support our Regular Forces.
The benefits to the taxpayer of having Reserve Forces.
We make the best possible and cost effective use of public funds by maintaining smaller regular Armed Forces, but with the ability to quickly expand through the use of Reserve Forces. A strong Volunteer Reserve Force provides effective defence at a fraction of the cost of an equivalent regular force. With the assistance of employers, the Volunteer Reserve Forces can readily meet a temporary increase in commitment.
What does the employer get out of this in return?
For most of the time Reservists are Working for You, their employer, not Working for Us. This enables you, the employer, to benefit from the skills and world class training provided by the Reserve Forces. In every unit, training focuses on building confidence, self-reliance, self-motivation and physical fitness as well as developing qualities such as leadership, communication and specific skills that can be used directly within a company.
As an employer, you are, in effect, benefiting from our investment in personal development training, team building, and skills training. It is the transferable nature of these skills, from Volunteer Reserve Forces to workplace, that makes supporting your employees so worthwhile. Generally, Reservists are loyal, hardworking, highly motivated and committed employees, who take fewer days of sick leave.
To sample the quality of training that Reservists receive, why not send some of your junior managers on Exercise Executive Stretch?
Thank you to employers
As a sign of appreciation to supportive employers, a certificate signed by the Director General of the Office of Fair Trading, Mr John Bridgeman, is awarded, generally by the Lord Lieutenant of the county. If you would like to apply for an award for your company, please ring 01245 244800 or email hq@anglia-rfca.mod.uk
Supportive employers are kept updated on regional activities, and may be invited by their employee's unit to events such as the Trooping of the Colour or a Battlefield Tour to Ypres and the Somme as a token of their appreciation.
More about Mobilisation
The Strategic Defence Review clearly states that the Reserves are now such an important part of the nation's Defence Forces that they will be used once our military commitments reach a certain level. For the majority of operations, only Reservists who volunteer and have the prior consent of their employer will be mobilised. However, the Government has stated that in extreme cases they will mobilise Reservists compulsorily, but only in minimum numbers and for the shortest amount of time.
For anything short of a major threat to the UK, the period of mobilisation would always be for the shortest possible time, generally for between six and twelve months. It is envisaged that this would not be repeated more than once every five years.
Whether compulsorily or voluntarily mobilised, Reservists are given the same levels of employment protection and their employers may claim the same compensation for the expense of temporarily replacing the Reservist.
What are the Employer's safeguards?
First and foremost, an employer can seek exemption from or deferral of the mobilisation. It is recognised that a business may have key personnel whose departure at that precise time would adversely affect its operations. (eg a production or contracts manager in the middle of a major order). The Reserve Forces Act makes provision for an employer to seek deferral from mobilisation until circumstances are more favourable.
If an employee is mobilised, an employer can apply for financial compensation to cover the costs of a temporary replacement and for refresher training of the employee upon his/her return.
What about Employee Safeguards?
The Reserve Forces Act 1996 has given the employee employment protection whilst mobilised, in much the same way as an employee on maternity leave, who cannot be made redundant whilst away. Recognising that many Reservists hold a civilian job whose salary is significantly higher than their military wage, the Act makes provision for topping up their pay to civilian levels (within limits). This is to ensure that financial
commitments eg mortgage payments continue to be met during mobilisation.
Read more about The Reserve Forces Act 1996.
Or telephone East Anglia Reserve Forces and Cadets Association on 01245 244800
Encouraging Employers to support the Reserve Forces
In 1986 the National Employers' Liaison Committee (NELC) was set up by the government, in order to foster strong links between employers and the Volunteer Reserves of the Armed Forces, and some 6,000 employers, responsible for 65% of the national workforce, have confirmed their support over the past 14 years. NELC was renamed the National Employer Advisory Board in 2002.
A new campaign was launched in September 2002 under the name of SaBRE - Supporting Britain's Reservists and Employers. SaBRE is an important Ministry of Defence (MOD) campaign, created to provide information about Reservists’ Training and Mobilisation commitments and the safeguards that are in place to protect both Employers and Reservists should conflicts of interest arise.
To find out more about the SaBRE campaign or employer support issues in general, contact:
Website: www.sabre.mod.uk
Email: info@sabre.mod.uk
Telephone: 020 7218 5625
Facsimile: 020 7218 4888
SaBRE Support Group,
Duke of York's Headquarters, Chelsea, London, SW3 4SS
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