Optimizing Military Spouse Career Growth

Several brand-new developments might impact the employment of military service members and their households and companies' compliance obligations in 2026. Changes vary from proposals to increase incentives for employing military partners to boosted work protections for service members while on task. Military spouse job opportunity and support remain a focus for pending legislation.

, presented earlier in 2025.

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Frequent Relocations Regular movings continue to strain military households and can make it more tough for employers to hire and maintain military spouses. Broadening the WOTC could produce brand-new incentives for companies to employ military partners and tap into this underutilized talent pool.

Addressing Military Career Gaps 2026

The U.S. Congress has not yet used up the STAY Act this year, however if it is ultimately enacted, it could result in lowered PCS relocations that could affect recruiting, retention, and remote-work policies for military spouses. Military Re-Employment Protections Federal law currently supplies civilian work leave protections for veterans and service members who are involuntarily or voluntarily released for military service.

In January 2025, Congress enacted the Senator Elizabeth Dole 21st Century Veterans Healthcare and Advantages Improvement Act (Dole Act), which included provisions affecting USERRA enforcement and remedies. The Dole Act strengthened anti-retaliation protections and permitted plaintiffs alleging USERRA violations to look for minimum liquidated damages of $50,000 and attorneys' fees. Agencies and courts might continue to analyze and use the Dole Act's USERRA-related arrangements.

New Employer Resources In January 2025, the U.S. Department of Labor's Veterans' Work and Training Service (DOL/VETS) launched a program for employers to look for assistance for guaranteeing compliance. The Support and Help for Leaders in USERRA Training and Employment (SALUTE) program is a chance for employers to demand technical guidance on USERRA-related concerns or particular concerns in their labor force before the onset of a DOL/VETS problem or suit.

Priority actions consist of reviewing USERRA compliance programs and training, updating military leave and reemployment policies, confirming health-benefit continuation treatments, and lining up hiring and tax-credit screening processes to quickly catch brand-new incentives for military partners. Ogletree Deakins' brand-new Armed force Labor force Practice Group unites a team of legal representatives, a number of whom are veterans or currently serving in the Reserves or National Guard, who frequently advise on USERRA compliance, policy advancement, multistate execution, and examinations and litigation.

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Comparing Benefit Options for Military Families

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For 10 years, Employing Our Heroes has actually promoted military partner employment, creating paths to opportunity and driving systemic modification. As we commemorate this milestone, the 10th Yearly Military Spouse Employment Top will honor the legacy of progress while charting a strong course for the future. This year's summit concentrates on Management & Tradition as we acknowledge the spouses, employers, and advocates who have actually changed the work landscape and prepared the next generation to flourish in a progressing labor force.

Together, we will develop on a decade of service and success to develop a future where military spouses lead with strength, vision, and function.

Military spouses face among the most relentless employment gaps in the American workforce. According to information from the US Department of Labor, military spouse unemployment has hovered around 20% or greater recently. This far exceeds the nationwide average, which normally falls listed below 5%. An interview with Sarah Roder, Director of Partnerships & Member Engagement at Army Mutual and a military partner herself, highlights how those difficulties play out in practice and how partners can browse them better.