Recently, the Bureau of Labor Statistics released a promising report showing we’ve made substantial progress as a nation in ensuring that veterans and active-duty military unemployment rates are dropping. Traditionally, one of the most underserved segments of the U.S. workforce are the ones serving this country the most—our veterans, military spouses, and active-duty military.

Many employers are generally not opposed to hiring from the military community. But they may find it difficult to understand their challenges. With less than 7% of the population having served, there is a disconnect between those who were members of the armed forces and those who were not.

Bridging the Gap Between the Military and Employment

While there is a wealth of information for military members transitioning to civilian life, civilian organizations lack similar resources. Admittedly, many companies desire to be a part of the solution, but they don’t always know how to move forward effectively.

Supporting Businesses Through Education and Awareness

This is one of the dilemmas that nonprofit group PsychArmor seeks to resolve. They offer free education and support for all Americans in engaging effectively with the military community, including companies and organizations analyzing their hiring initiatives and work resources. PsychArmor’s mission is to provide an understanding of what our military culture truly embodies and the unique challenges they face. Through expert-led online courses, they help raise awareness and offer solutions for employers nationwide.

Supporting Good Business by Hiring Veterans

Many companies have realized that having military personnel and veterans on staff can be an innovative and strategic business move. After all, the military trains people to be responsible and results-oriented team members. They excel at executing orders and showing leadership. Veterans can often work independently and proactively communicate (and problem-solve) any potential issues.

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From a financial perspective, hiring military personnel can also make good business sense. The Work Opportunities Tax Credit was extended through Dec 31, 2025, and provides tax incentives for hiring veterans. Many employers are also eligible for other tax credits for hiring long-term unemployed veterans or those with service-connected disabilities.

Finding Solutions in Flexible Work

Flexible work arrangements are becoming an increasingly important tool for both businesses and the military community. On one hand, they can help businesses retain talented employees by offering a variety of flexible options. These arrangements can help employees balance the demands of work with other responsibilities, such as their military commitments.

Supporting Veterans Through Flexibility

For many veterans, flexible work offers the ideal solution for balancing their civilian transition and meeting their military commitments. PsychArmor’s free online course, Supporting Veterans, Family Members, and Wounded Warrior Caregivers With Flexible Work Options, is led by industry expert Emma Plumb. The course was designed to help employers learn about the various types of work flexibility, the benefits of flexible work for both employers and veterans alike, and how managers can implement a flexible work program.

Although numerous studies have shown how flexible work options can benefit everyone, it’s especially beneficial to veterans, caregivers, and military spouses.

Supporting Military Families Through Flexibility

For military veterans and their families, flexibility may be the only option to continue working. If veterans have been wounded, having a remote job means that they can work while still taking care of their health or receiving treatments and therapy. And for caregivers, having a flexible job allows them to work while attending to their loved ones.

For the 20% of military spouses who remain unemployed, flexibility would often resolve long-term career challenges. Sudden deployments and family moves frequently stop a spouse’s career in its tracks. But with flexible work, military spouses can pack their careers for the move while balancing changing family schedules and obligations.

Supporting Business Through Flexibility

Employers who have been on the fence about adopting flexible work options should consider all of the benefits of flex for both their employees and organizations.

For starters, studies have shown that flexibility builds more committed teams. Employees with flexible jobs have proven to be more productive and loyal to their companies, with a 25% lower turnover rate. According to a recent study, their engagement level is reported to be 41% higher, and they tend to work more (not less) than their in-office peers.

When employers plan to add new hires to their companies, having a flexible work policy automatically puts them at an advantage. They get to exponentially increase the talent pool as they’re no longer limited by geography or those that can work a traditional schedule. But they can also attract—and retain—workers who are specifically looking for flexible jobs.

And then, there are the savings. It’s estimated that companies save an average of at least $11,000 annually for every remote employee. Companies save even more money from reduced employee turnover with higher retention rates.

Attracting the Military Community Through Flexibility

It is encouraging to see that progress has been made to ensure that members of our armed forces and their families have opportunities in the civilian workforce. But more work is still needed, given the challenges that many face when transitioning into the civilian workforce. One of the best means to do so is by offering work flexibility so that the military community no longer has to choose between a career and personal commitments.

By fully utilizing the talents and expertise of our nation’s military personnel, you can further strengthen your company’s financial growth while building a more inclusive team with opportunities for all.