Employers’ mixed reaction over MoD’s reservist proposals
4 July 2013
Employers have given a mixed reaction to government proposals in a Ministry of Defence (MoD) White Paper yesterday aimed at helping them to plan their resourcing requirements for when their staff are deployed on operations with the UK’s reserve forces.
Thu, 4 Jul 2013Employers have given a mixed reaction to government proposals in a Ministry of Defence (MoD) White Paper yesterday aimed at helping them to plan their resourcing requirements for when their staff are deployed on operations with the UK’s reserve forces.
As part of what defence secretary Philip Hammond said was “a significant step change” in the MoD’s relationship with employers of the UK’s reservists, the White Paper makes a commitment to provide employers with fewer than 250 staff “more notice [of when staff will be deployed on operations] so employers are able to plan for the absences of their reservist employees”. However it does not specify what that notice period will be.
The White Paper, is seen as a vital step as the Territorial Army (TA) moves towards its trained strength of 30,000 by 2018, and 35,000 across all three services by 2020. The TA is currently 19,000-strong.
An MoD Defence spokesperson tells Recruiter that the plan is to work towards a situation where the MoD, rather than the reservist, informs their employer of when they are going to be deployed .
The spokesperson says that notice periods are decided on a case-by-case basis. Whereas, an employer who employs an Army reservist might could get six months notice of their deployment to Afghanistan, employers of Army and Navy reservists being deployed to areas other than Afghanistan are likely to get less notice.
Neil Bentley, deputy director-general at the Confederation of British Industry welcomes the commitment to alerting businesses earlier about mobilisation”. However, he adds: “The government must work hard with businesses and ensure the transition to this new approach is as smooth as possible.”
Simon Bower, owner of Pollards Wholesale in Sheffield, who employs a reservist, tells Recruiter that he is concerned that the White Paper doesn’t set out a minimum notice period. For non-war situations, it has to be “as long as possible - at least six months” to allow employers to hire adequate replacements, he says.
Darren Burrell, sales director of York manufacturing company Snugpak, who also employs a reservist, supports the idea of the MoD taking over responsibility for notifying employers of future mobilisation of their staff. “It is better if it comes straight from the horse’s mouth as it may take away the worry from a member of staff who may be reluctant to tell their employer,” he says.
The White Paper also proposes that employers of reservists receive £500 a month while their staff are engaged on operations.
Bower welcomes this proposal, telling Recruiter that it will help offset the cost of hiring a replacement.
As part of what defence secretary Philip Hammond said was “a significant step change” in the MoD’s relationship with employers of the UK’s reservists, the White Paper makes a commitment to provide employers with fewer than 250 staff “more notice [of when staff will be deployed on operations] so employers are able to plan for the absences of their reservist employees”. However it does not specify what that notice period will be.
The White Paper, is seen as a vital step as the Territorial Army (TA) moves towards its trained strength of 30,000 by 2018, and 35,000 across all three services by 2020. The TA is currently 19,000-strong.
An MoD Defence spokesperson tells Recruiter that the plan is to work towards a situation where the MoD, rather than the reservist, informs their employer of when they are going to be deployed .
The spokesperson says that notice periods are decided on a case-by-case basis. Whereas, an employer who employs an Army reservist might could get six months notice of their deployment to Afghanistan, employers of Army and Navy reservists being deployed to areas other than Afghanistan are likely to get less notice.
Neil Bentley, deputy director-general at the Confederation of British Industry welcomes the commitment to alerting businesses earlier about mobilisation”. However, he adds: “The government must work hard with businesses and ensure the transition to this new approach is as smooth as possible.”
Simon Bower, owner of Pollards Wholesale in Sheffield, who employs a reservist, tells Recruiter that he is concerned that the White Paper doesn’t set out a minimum notice period. For non-war situations, it has to be “as long as possible - at least six months” to allow employers to hire adequate replacements, he says.
Darren Burrell, sales director of York manufacturing company Snugpak, who also employs a reservist, supports the idea of the MoD taking over responsibility for notifying employers of future mobilisation of their staff. “It is better if it comes straight from the horse’s mouth as it may take away the worry from a member of staff who may be reluctant to tell their employer,” he says.
The White Paper also proposes that employers of reservists receive £500 a month while their staff are engaged on operations.
Bower welcomes this proposal, telling Recruiter that it will help offset the cost of hiring a replacement.
