Veteran & service member

You have certain employment protections as a veteran or service member.

You’re protected from discrimination based on your prior service in the uniformed services; current service in the uniformed services; or intent to join the uniformed services. Your employer is also prohibited from discriminating against you because of your attempt to enforce your rights or someone else’s rights.

Learn more about veteran and service member employment protections

You may have the right to preferential consideration for certain Federal Government jobs.

Veterans’ Preference gives eligible veterans preference in appointment to certain Federal Government jobs over many other applicants. By law, qualified veterans with a service-connected disability or who served on active duty in the U.S. Armed Forces during specified time periods or in military campaigns may be entitled to preference over non-veterans in competitive appointments for federal civil service positions and in retention during reductions in force.

Learn more about Veterans’ Preference

You have the right to be properly reemployed after deployment.

You have reemployment rights with your pre-service employer following qualifying service in the uniformed services. In general, you’re entitled to be reemployed with the pay, benefits, seniority, and other job prerequisites you would have attained if you had been continuously employed during the period of service. This means that if you are eligible for reemployment, you are generally entitled to be placed in the position you would have been in as if you had been at work the whole time and were never deployed. In some situations, this may be a promoted position; in others, it may be a layoff position.

If you are not promptly reemployed (or reemployed into the proper position with accompanying benefits), you have the right to file a complaint and participate in an investigation without being retaliated against by your employer.

Learn more about your right to be reemployed after deployment

You have certain protections against discrimination as a family member or friend of a veteran or service member.

It is unlawful for a federal contractor to discriminate in employment based on veteran status against a qualified individual who the contractor knows to be the spouse of a protected veteran. This protection extends not only to spouses, but also to other individuals that the contractor knows has a family, business, social or other relationship or association with a protected veteran.

Learn more about your rights

Even if you are not a veteran or service member, you are protected against retaliation for exercising your rights or the rights of veterans or service members.

You can’t be retaliated against based on your attempt to exercise your rights or someone else’s rights as a veteran or service member.

Learn more about protection against retaliation as a veteran or service member

In general, you should treat your veteran or service member employees the same as any other employees. By law, employees are protected from discrimination based on their prior service in the uniformed services; current service in the uniformed services; or intent to join the uniformed services.

Learn more about the federal laws regulating employment protections for veterans and service members

You have the responsibility to properly reemploy service members.

Employees who are part of the uniformed service have certain obligations to serve the United States. When employees in the uniformed services return from duty, they have to readjust to civilian life at home and work. As an employer, your leadership is crucial to helping our nation’s veterans and their families navigate this transition smoothly.

You’re required to reemploy a service member who leaves a civilian job to perform military service in that job upon return from deployment, as long as they meet the eligibility requirements.

Learn more about your responsibility to reemploy service members

You have a responsibility to provide leave to military family caregivers. Your support of military family members goes hand in hand with supporting our nation’s service members.

Under the Family and Medical Leave Act (FMLA), public sector employers and most private sector employers with 50 or more employees are required to provide eligible employees unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

You may require an employee to submit certification supporting a request for qualifying exigency or military caregiver leave.

Learn more about providing leave for military family caregivers

You have the responsibility to provide unpaid leave to perform military service.

Employees who are in the uniformed services may be called away to perform their duties voluntarily or involuntarily. Your support for these employees is critical to their ability to perform well, in both their civilian and military positions.

You don’t have a “right of refusal” for military leave and cannot take any adverse action against the service member, or threaten to take adverse action, for leaving for service.

Learn more about your responsibility to allow employees to leave work for military service