Supporting America’s current, transitioning, or former military personnel and their families
When military personnel transition to civilian employment, America’s businesses stand to benefit. In organizations of all sizes and in all industries, veterans bring valuable skills and experience to the table. They also know what it means to put in a hard day’s work. Because of the training, work ethic, and goal-oriented culture of the military, veterans not only make excellent employees, but also have a higher rate of retention. What’s more, they grasp new concepts quickly and work well both independently and as part of a team – highly prized skills in any workplace.
Through its Veterans’ Employment and Training Service (VETS), the U.S. Department of Labor works to ensure veterans and military spouses are positioned to reach their full potential in the civilian workforce.
Veterans and service members have certain employment protections
Employers may not discriminate against workers because of their veteran or service member status.
Veterans and service members may also be entitled to reemployment with their pre-service employer following qualifying service in the uniformed services.
Veterans and service members may also be eligible for hiring preferences in the Federal Government.
Talk to someone who deals with veterans’ employment issues:
Veterans' Employment and Training Service
By clicking on the link above, you will be directed to the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS). VETS serves America’s veterans and separating service members by preparing them for meaningful careers, providing employment resources and expertise, and protecting their employment rights.
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Workers
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.
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.
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
Employers
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
Learn more about hiring veterans and service members
Can I get special recognition as an employer who hires veterans?