Employer Covenant Audit

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Armed Forces Covenant Commitment

Armed Forces Act 2021

The Armed Forces Covenant is a promise by the nation to treat serving personnel, veterans and their families fairly. Since 2021 certain public bodies have a legal Covenant duty.

×2 Has your organisation signed the Armed Forces Covenant?

Any UK employer can sign the Covenant at www.armedforcescovenant.gov.uk. It is free and demonstrates public commitment to veteran-friendly employment.

Armed Forces Act 2021 s.343A

✓ Yes ~ Partial ✗ No

×2 Does your organisation hold or actively pursue an Employer Recognition Scheme (ERS) award (Bronze, Silver or Gold)?

The ERS rewards employers who go beyond the Covenant. Bronze requires signing; Silver requires active policies; Gold requires advocacy and leadership.

MOD Employer Recognition Scheme

✓ Yes ~ Partial ✗ No

×1 Do you have a named Armed Forces Champion or Covenant lead within the organisation?

A Champion drives internal policy, liaises with the single Service charities and ensures veteran employees are supported.

Armed Forces Covenant best practice

✓ Yes ~ Partial ✗ No

×1 Do you report on your Covenant commitments annually (e.g. in your annual report or on your website)?

Public bodies with a Covenant duty must report on health, housing and education provisions. Best practice for all signatories.

Armed Forces Act 2021 s.343B

✓ Yes ~ Partial ✗ No

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Veteran-Friendly Recruitment

Equality Act 2010 | Career Transition Partnership

Veterans bring exceptional skills — discipline, leadership, resilience, teamwork — but civilian recruitment processes often fail to recognise military experience.

×2 Do your job advertisements explicitly welcome applications from veterans, reservists and armed forces spouses/partners?

A simple line — 'We welcome applications from veterans and serving reservists' — significantly increases veteran applications and signals an inclusive culture.

Covenant Employer Guidance

✓ Yes ~ Partial ✗ No

×2 Are your recruiters and hiring managers trained to recognise and translate military experience, ranks and qualifications?

Many veterans hold qualifications equivalent to civilian degrees and professional certifications. Training reduces unconscious bias in shortlisting.

Career Transition Partnership Employer Guide

✓ Yes ~ Partial ✗ No

×2 Do you guarantee an interview to veterans who meet the minimum criteria for a role (similar to the Disability Confident scheme)?

A guaranteed interview scheme is a low-cost, high-impact commitment that materially increases veteran employment outcomes.

MOD Employer Recognition Scheme Gold criteria

✓ Yes ~ Partial ✗ No

×1 Do you advertise vacancies on CTP (Career Transition Partnership) and Forces Families Jobs platforms?

CTP is the MOD's official resettlement service. Posting vacancies there is free and reaches thousands of transitioning service personnel.

Career Transition Partnership

✓ Yes ~ Partial ✗ No

×2 Do you have an onboarding programme specifically designed to support veterans transitioning from military to civilian workplace culture?

The civilian workplace can feel disorientating after military service — rank structure, informal communication, lack of clear hierarchy. A structured transition programme significantly reduces early attrition.

Veterans Employment Transition Support programme

✓ Yes ~ Partial ✗ No

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Reasonable Adjustments & Support

Equality Act 2010 s.20 | Health & Safety at Work Act 1974

Many veterans live with physical injuries, hearing loss, PTSD and other service-related conditions. Employers have a legal duty to make reasonable adjustments.

×3 Do you have a formal process for assessing and implementing reasonable adjustments for employees with service-related injuries or conditions?

Under the Equality Act 2010 employers must make reasonable adjustments for disabled employees. Service-related conditions — including PTSD — qualify as disabilities.

Equality Act 2010 s.20–22

✓ Yes ~ Partial ✗ No

×2 Do you offer flexible working arrangements for reservists attending annual camp or training (typically 15–35 days per year)?

Reservists have the right to apply for flexible working. Best practice employers actively support reservist commitments and grant paid leave for training beyond statutory requirements.

Reserve Forces Act 1996 | SaBRE guidance

✓ Yes ~ Partial ✗ No

×2 Is your workplace physically accessible for veterans with mobility impairments or prosthetic limbs?

Physical accessibility is a legal requirement under the Equality Act. Consider desk height, parking, specialist IT equipment and evacuation procedures.

Equality Act 2010 | Building Regulations Part M

✓ Yes ~ Partial ✗ No

×3 Do line managers receive training on recognising signs of PTSD, moral injury and veteran-specific mental health challenges?

Early identification and appropriate response can prevent crisis. Managers should know when to signpost to Op COURAGE, Combat Stress or the Royal British Legion.

HSE Work-Related Stress guidance | Op COURAGE

✓ Yes ~ Partial ✗ No

×2 Do you have a Workplace Disability Passport or similar mechanism for veterans to document their needs confidentially?

A disability passport travels with the employee when they change line manager, ensuring adjustments are maintained and do not need to be renegotiated each time.

ACAS Disability at Work guidance

✓ Yes ~ Partial ✗ No

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Mental Health & Wellbeing

HSE Stress Management Standards | Op COURAGE

Veterans are more likely than the general population to experience PTSD, depression, alcohol dependency and suicidal ideation. The right employer response saves lives.

×3 Do you have a named Mental Health First Aider trained in veteran-specific mental health issues?

Standard MHFA training does not cover the unique experiences of combat, bereavement under fire, moral injury or institutional transition. Specialist awareness is essential.

Mental Health First Aid England | Combat Stress

✓ Yes ~ Partial ✗ No

×2 Does your Employee Assistance Programme (EAP) include counsellors with experience of military trauma?

Generic counselling services are often poorly equipped to support veterans. Ask your EAP provider specifically whether they have clinicians with military experience.

Op COURAGE NHS Veterans Mental Health service

✓ Yes ~ Partial ✗ No

×2 Are veteran employees made aware of Op COURAGE (the NHS Veterans Mental Health and Wellbeing Service) upon joining?

Op COURAGE is a free NHS service for veterans experiencing mental health difficulties. It should be actively promoted, not left for employees to discover themselves.

NHS Long Term Plan 2019 | Op COURAGE

✓ Yes ~ Partial ✗ No

×2 Do you have a policy for supporting employees returning to work after a mental health absence related to service?

A phased return, adjusted duties and regular check-ins are standard reasonable adjustments. The policy should be documented and applied consistently.

ACAS Mental Health at Work | Equality Act 2010

✓ Yes ~ Partial ✗ No

×2 Does your organisation actively reduce stigma around mental health through campaigns, leadership messaging and peer support networks?

Military culture historically suppresses mental health disclosure. A visible, senior-led culture of openness is necessary to counter this effectively.

Time to Change employer pledge | Mind at Work

✓ Yes ~ Partial ✗ No

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Supporting Reservists

Reserve Forces Act 1996 | Reserve Forces (Safeguard of Employment) Act 1985

Around 37,000 people serve in the Reserve Forces while holding civilian jobs. Employers play a vital role in national defence by supporting their service.

×2 Do you have a written policy on supporting employees who are reservists?

A clear policy sets expectations for both the reservist and their line manager, reducing uncertainty and informal barriers to disclosure.

SaBRE (Support for Britain's Reservists and Employers)

✓ Yes ~ Partial ✗ No

×2 Do you grant paid leave for reservist annual training camps (beyond the statutory 5-day minimum)?

Annual camp typically lasts 15 days. The statutory minimum employer contribution is very low — best practice employers grant full paid leave for the duration.

Reserve Forces Act 1996 | SaBRE guidance

✓ Yes ~ Partial ✗ No

×1 Are you registered with SaBRE (Support for Britain's Reservists and Employers)?

SaBRE is free, provides employer guidance, and connects you with MOD support. Registration takes minutes and demonstrates public commitment.

SaBRE — www.sabre.mod.uk

✓ Yes ~ Partial ✗ No

×3 Do line managers understand their legal obligations when an employee is mobilised for military service?

Under the Reserve Forces (Safeguard of Employment) Act 1985 employers must reinstate mobilised reservists to their original role on return. Dismissal or detriment is unlawful.

Reserve Forces (Safeguard of Employment) Act 1985

✓ Yes ~ Partial ✗ No

Armed Forces Covenant Audit

Armed Forces Covenant Commitment

Veteran-Friendly Recruitment

Reasonable Adjustments & Support

Mental Health & Wellbeing

Supporting Reservists