Employers

In most cases, having a Reservist on your payroll will make no difference to the way you manage routine employee welfare. But as an employer you do have certain legal responsibilities regarding their liability for mobilisation and reinstatement at work afterwards:

• The Ministry of Defence aims to give at least 28 days notice of mobilisation

• If a Reservist is mobilised and you believe their absence would cause serious harm to your business or a related business, you have the right to seek exemption, deferral or revocation of the mobilisation

• If your Reservist is mobilised you don’t have to pay them any salary or associated benefits (such as pension or company car) for the duration of their operational duty

• You are also eligible for financial assistance to cover the costs of finding a temporary replacement or retraining your Reservist employee under certain circumstances on their return

• By law, you don’t have to give a Reservist additional leave for training, either paid or unpaid

• If your Reservist employee is mobilised, when they return you have an obligation to reinstate them in the same role and on equally favourable terms and conditions as before (or as near as practicable)

• You cannot terminate a Reservist redundant on the grounds of their Reserve Service duties or their liability to be mobilised

• You should be informed through the Ministry of Defence’s “Employer Notification” system if you employ a Reservist or if an existing employee joins the Reserve Forces (except in Northern Ireland where this does not apply)

• Visit sabre.mod.uk for full information and advice about Reservists in your organisation.