FAQ's

General Questions

What is the SaBRE Campaign?

SaBRE is a Ministry of Defence campaign with the goal of gaining and maintaining the support of employers for employees who are or who wish to become members of the Volunteer Reserve Forces.

What kind of support does SaBRE offer?

SaBRE provides general advice to employers and Reservists and information about everything from a Reservist's training obligations to an employer's legal rights and responsibilities. It's activity includes a national helpline for Reservists and employers (0800 389 5459); a national website (www.sabre.mod.uk); hosting events at national and regional level; lobbying on behalf of Reservists and their employers; and raising awareness of Reservists' skills and qualities and the potential benefits these bring to their civilian employment. The national campaign is delivered within the South West by staff based at the RFCA offices in Taunton.

Employer Questions

How often does a Reservist have to attend training?

Although an individual's training liability varies between the different elements of the Reserve Forces, for most Reservists the liability is made up of three forms of training: weekly training, which normally takes place in the evening and lasts about two-and-a-half hours; weekend training, which is occasional and spread throughout the year; and a continuous training period, which takes place once a year and generally lasts for 15 days.

Does an employer have to give time off for training?

No. It is not a legal requirement, and it is recognised that there may be times when the employer can't give Reservists time off. However, it should be borne in mind that the training they are getting may well complement and support the organisation's own staff development programme. Before turning a request down, it is best to talk it through with the employee to determine exactly what is involved as the training might actually benefit the organisation.

Can the employer object to an employee being a Reservist?

Yes, but before doing so employers are urged to think about the team-working skills, self-confidence and leadership qualities that can flow from involvement in the Reserve forces. There is a great deal of evidence from research carried out by leading organisations such as the Leeds Business School and the Roffey Park Institute that there can be significant business benefit in areas such as staff development, recruitment and retention. It is also worth noting that under the Reserve Forces (Safeguard of Employment) Act 1985, employers can not dismiss a reservist employee without their consent solely or mainly because they are liable to be mobilised.

What is mobilisation?

Whenever Reservists are needed to fulfill their part of the UK's defence strategy, they are 'mobilised' or 'called out'. Mobilisation is the process of calling Reservists into full-time service with the Regular Forces on military operations.

When do the Armed Forces mobilise Reservists?

Under the Reserve Forces Act 1966, Reservists can be mobilised:

• If it appears that national danger is imminent or a great emergency has arisen or in the event of an actual or apprehended attack on the United Kingdom (Section 52)
• If it appears that warlike operations are in preparation or progress(Section 54)
• To protect life or property outside the UK, or to alleviate distress or protect life or property anywhere in the world in times of disaster or apprehended disaster (Section 56)

Does the employer have to pay for the Reservist when they are mobilised?

No. The employer is given the opportunity to claim for costs associated with finding a temporary replacement and for any reasonable additional wages or salary costs necessary to secure a suitable temporary replacement. There is also the opportunity to claim the cost of any retraining necessary when the Reservist employee returns to work.

Can the employer appeal against an employee being mobilised, or ask to defer mobilisation?

Yes. The employer has the right to seek exemption from, or deferral of, mobilisation if the employer believes that the Reservist's absence will cause serious harm to the business. Further guidance is available on the national website www.sabre.mod.uk or from the Regional SaBRE staff in Taunton.

Reservist Questions

How will I know if I am going to be mobilised?

Mobilisation is always confirmed by the issue of a call-out order and supporting documentation. You may also be contacted by your Commanding Officer, well in advance of any decisions about mobilisation, to find out how you and your employer would feel about mobilisation; at this information gathering stage it is worthwhile talking the matter through with your employer as it provides both parties with the chance to explore options and to provide feedback to the CO. It is important at this stage that both you and your employer understand that this is part of the CO's planning activity and is not a formal notification of mobilisation.

When should I tell my employer that I have had a call-out order?

As soon as possible as your employer needs to make arrangements for your job to be filled on a temporary basis until you return. If you do receive a call-out order for compulsory mobilisation, it is your responsibility to make sure that your employer is aware of it. Your call-out pack may contain a letter addressed to your employer or your employer may receive a letter directly from the single Service mobilisation centre that issued the pack. Whatever happens, you are still responsible for making sure that your employer is aware that you have been called out.

How much notice will I get before I have to report to the mobilisation centre?

Every effort will be made to try to give you as much preparation time as possible. If you have been involved in discussions with your employer regarding the possibility of mobilisation and have indicated to your Commanding Officer that mobilisation would not present any problems you will have entered the volunteer process and the time from volunteering to reporting for mobilisation is generally from six to ten weeks. (Note: Although it is referred to as a volunteering process the call-out will still be compulsory under the terms of the Reserve Forces Act.) For compulsory mobilisation where there has not been the opportunity for advance discussion, the time from receiving call-out papers to reporting for mobilisation is normally three weeks. There is an expectation that the process will be changed, extending this to four weeks, but for short-notice operational mobilisations it can be as little as seven days.

What is the procedure for getting my job back at the end of my mobilisation period?

Your employer is legally obliged to take you back into employment after your post-tour leave and if you have had discussions with them before you depart they will be aware of this. You should be briefed on how to apply for reinstatement as part of the demobilisation process. At the same time, you'll be given a copy of Guidance for Reservists Returning to Civilian Employment: Procedures to Secure Reinstatement (JSP 532), which you should read carefully. The guidance tells you how long you've got to write to your employer applying for reinstatement. You should also think about keeping in touch with them during your mobilisation and going to see them in person, when you return.