The following Employment Q&A provides comprehensive and up to date legal information covering:
An employer has certain legal responsibilities regarding liability for a reservist’s mobilisation and reinstatement at work afterwards.
An employer can claim for financial assistance to cover certain costs during a reservist’s mobilisation, and since 1 October 2014 can also claim incentive payments of up to £500 per month for an employee who is mobilised.
For full details, see our Practice Note: Military reservists.
Reservists usually train for approximately 30 days a year over mid-week evenings, some weekends and a two-week annual camp. An employer is not obliged to provide a reservist employee with time off for the purpose of training, in which case the reservist will have to use his annual leave entitlement. An employer may, however, choose to give a reservist periods of leave (paid or unpaid) in addition to annual leave entitlement to attend some or all of his training commitments. For further information, see our Practice Note: Military reservists — Training commitments.
If the reservist is called out for whole-time service with the Reserve Forces, call-out papers are issued to both the reservist and his employer, which will detail the date the reservist must call for duty at a specified mobilisation centre and the anticipated duration of the mobilisation. There is no minimum statutory notice requirement, but the Ministry of Defence (MOD)
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