Armed Forces Covenant Audit

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

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

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

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

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

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

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

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

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.

The MOD veteran badge helps veterans prove service without sharing sensitive documents. Recognising it signals a genuinely veteran-friendly culture.

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

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.

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

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

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.

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

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

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.

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

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

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

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

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

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.