The Army Families Federation (AFF) Spouse and Partner Employment Survey Report 2024 has revealed that being a military spouse or partner still poses significant challenges to employment and is seen as a barrier to having a fulfilling career.
SUMMARY
The survey ran from mid-January to late March 2024. Families were asked about their experiences of the availability of employment during a posting, perceived barriers to employment and information about any unique challenges spouses and partners face when seeking employment.
Three-quarters of the army spouses or partners who responded are in employment or full-time education. This highlights the distinct importance to army families of being able to have a dual income. However, lack of family support, the rising cost and availability of childcare, plus inflexibility from both civilian employers and also the army chain of command are seen as major challenges to spouses or partners in being able to gain or maintain employment.
Army spouses and partners on overseas postings were disproportionately affected, with 61 per cent stating that they are currently unemployed, with only 8 per cent of this number being by choice. Only 20 per cent said they were unemployed in the UK, with 2 per cent being so by choice.
“The uncertainty and lack of support during deployments due to not being on a married patch have been an issue. But the benefit of living in a fixed location and building a support group has helped going back to work after having children.”
KEY FINDINGS
OVERSEAS EMPLOYMENT
Spouses and partners found their employment was disproportionately affected when they moved overseas, and many either became under-employed or unemployed, and found obtaining employment locally very difficult. Many only became aware of the barriers to remote working once they had moved, and the lack of funding overseas to maintain any continuing professional development needed.
“We are overseas and there is a very limited amount of job options for me. I have gone with the obvious option of work that is in line with my qualifications, but it is a big step backwards and does not add to my CV and experience.”
ACCESS TO CHILDCARE
The lack of childcare options is a barrier to employment for army families, particularly as there is usually no option to go on a waiting list due to mobility. The MOD wraparound childcare scheme has made a positive difference to many, but it does not work for all families. The lack of suitable childcare places in many areas will continue to be a significant barrier and prevent spouses or partners obtaining or returning to employment.
“It’s a vicious cycle of not being able to find work without childcare, but not being able to afford childcare because we are not eligible for free hours without us both working, therefore not able to fully put children in care and able to work.”
FINANCIAL MATTERS
Financial pressures are increased by the employment barriers experienced by army spouses and partners. In addition, frequent moves affect the ability for spouses or partners to build up a pension pot, and also entitlement to occupational or statutory maternity pay. This has led to some families being unable to start a family when they wish due to financial pressures.
“I need to find a permanent position, for careers development and so I can get maternity leave (we want to start a family). At the moment I am on a year’s contract, then in the next 21 months we are due to move three times and so it is going to be tough to maintain employment both to develop my career and to be able to start a family.”
SKILLS AND JOB SATISFACTION
The level of under-employment (where a job doesn’t match your skills and experience) amongst army spouses and partners is significant. Many report a lasting impact on their career development and job satisfaction. In addition, being able to improve career potential through re-training was hampered due to lack of funding and/ or the impact of postings, and so being unable to complete a course or fulfil a return of service to an employer. In addition, most spouses and partners were unable to transfer a job when they were posted.
“I’m educated to PhD level but without stability to allow my career to progress I’m working in contingent roles rather than progressing up the ladder in one institution. I’m comparatively overqualified for my job, but because I can’t commit to a job long term due to the armed forces and two small children, there is no chance for career progression.”
SUPPORT FROM THE SERVICE PERSON AND CHAIN OF COMMAND
Evidence shows that there remains a notable lack of understanding and consistency from the chain of command regarding spousal employment – 49 per cent of officer families reported their serving person as having some flexibility with work to support with childcare, compared to 28 per cent of other rank families.
Responsibility for parenting and childcare often falls to the non-serving spouse by default, despite their employment status.
“When I was working, my service person asked for time off due to needing someone at home with a very sick child. He got told it’s my problem.”
DUAL SERVING FAMILIES
A significant barrier is the lack of synchronisation of posting cycles and locations, with the suggestion that there was a lack of understanding or compassion towards dual-serving couples.
NON-UK FAMILIES
Non-UK families face unique difficulties in gaining employment in the UK, including the transferability of qualifications and cultural barriers.
“I’m not from this country. Working in the UK I’ve faced separate challenges that are never taken into consideration, and I’m mocked for my accent or made fun of for not understanding certain cultural things.”
RECOMMENDATIONS
AFF has made a number of detailed recommendations which will be shared with the army chain of command to push for changes on how the army supports spouses and partners with employment.
Some of these included asking the MOD to produce FAQs on spousal employment overseas, suggesting the army enables posting extensions so that spouses and partners can complete qualifications and a call for a top-down shift in attitude and culture to enable the service person to better support their spouse or partner’s employment.
FURTHER INFORMATION