Resettlement and the Career Transition Partnership (CTP)

CTP resettlement entitlements are tiered by length of service:

• 4+ years (full CTP package): Career transition workshops, CV support, job search assistance, access to CTP RightJob, and a funded resettlement period of up to 28 working days terminal leave. Eligible for the Individual Resettlement Training Costs (IRTC) grant.
• 1–4 years (CTP Future Horizons): Access to CTP's online services, job board, and some tailored support. Resettlement terminal leave and training grants are more limited.
• Under 1 year: Online CTP services and limited support.
• Medically discharged (any length of service): Full CTP package regardless of service length, recognising the particular challenges of involuntary discharge on medical grounds.

CTP services begin up to 2 years before discharge for those with 4+ years' service. Early engagement with CTP is strongly recommended — the process can be lengthy and the civilian job market benefits from thorough preparation.

Service leavers with 4+ years of service are entitled to up to 28 working days of terminal leave, in addition to any unused annual leave. Terminal leave should be used for resettlement activities — job searching, attending CTP workshops, visiting potential employers, or undertaking approved training courses.

During terminal leave you remain on the payroll, continue to receive your service salary, and are still subject to military discipline (though you will usually be away from unit). Defence Transition Services (DTS) advises service leavers to plan their terminal leave period carefully in advance to maximise the time available for resettlement activities.

Service leavers with 4+ years of qualifying service are eligible for the Individual Resettlement Training Costs (IRTC) grant, which can be used toward the cost of approved civilian vocational training, professional qualifications, or educational courses. Key details:

• The grant amount varies — contact your CTP advisor for the current rate and approved course list.
• Training must be directly relevant to civilian employment and approved by the CTP before costs are incurred.
• Courses can include HGV licences, construction qualifications (CSCS), IT certifications, security industry licences, and many more.
• The grant must be claimed within a specified period after discharge — check deadlines with your CTP advisor.

One of the core challenges veterans face is translating military experience into language and credentials that civilian employers recognise. CTP provides:

• CV writing workshops specifically focused on translating military roles and experience.
• Job Fairs (virtual and in-person) connecting service leavers with veteran-friendly employers.
• Employer engagement: Many large employers — including Amazon, BT, KPMG, Accenture, and the emergency services — have signed the Armed Forces Covenant and actively recruit veterans.
• Career Track: A structured CTP programme with sector-specific pathways for common post-military careers (e.g., security, transport, finance, healthcare).
• References and certificates of service: Obtain a formal record of your service — including qualifications, training, and roles — from your unit HR before discharge.

The resettlement journey does not end with the CTP — understanding your rights in the civilian job market is equally important.

The Armed Forces Covenant in employment: Under the Armed Forces Act 2021, the statutory Covenant duty requires certain public bodies to give due regard to the Covenant when exercising specified functions. While the duty does not directly regulate private employers, tens of thousands of organisations — from large corporates to small businesses — have voluntarily signed the Covenant and committed to specific veteran-friendly employment practices. These include: guaranteed job interviews for veterans meeting the minimum criteria; support for reservists to attend annual camps without penalty; flexible leave arrangements for veterans transitioning from service; and recognition of military qualifications in civilian recruitment processes.

Employer Recognition Scheme: The MOD's Employer Recognition Scheme (ERS) operates at Bronze, Silver, and Gold levels, recognising organisations that demonstrate pro-veteran employment practices. Gold-status employers (visible at defenceemployers.co.uk) have made the strongest commitments and are generally the most receptive to veteran applications.

The Office for Veterans' Affairs (OVA): The OVA, based in the Cabinet Office, coordinates government policy on veterans across all departments. For service leavers, the OVA's employment-related initiatives include the Veterans Employment Commitment — a cross-government pledge to ensure veterans receive fair consideration in public sector recruitment. The OVA also publishes data on veteran employment outcomes and commissions the annual Veterans Survey. If you believe public sector employment practices are failing veterans in systemic ways, the OVA is the appropriate point of contact.

Formal qualifications from service: Many military training courses are formally accredited at NVQ, HNC, or degree level. Before discharge, ensure your unit education officer has issued you a Service Qualifications Record (SQR) documenting all accredited training. This record, alongside the CTP's skills translation workshops, forms the basis of a civilian-facing CV. Scottish Credit and Qualifications Framework (SCQF) equivalencies for military qualifications are published by the MOD.

If your CTP resettlement entitlements are not being met: If Veterans UK or the CTP is failing to provide the resettlement services you are entitled to, raise a formal complaint with Veterans UK. If unresolved, contact your MP and the OVA. In the first instance, your welfare officer and chain of command can escalate issues within the resettlement process.