Veteran Employment Benefits

Veterans have access to a wide range of employment benefits — from legally protected reemployment rights to free job training, federal hiring preferences, and education funding — and most veterans use only a fraction of what is available to them.

Veterans' Preference in Federal Hiring

Veterans' Preference gives veterans a numerical advantage in federal civilian hiring by adding points to their competitive examination scores and protecting them from being passed over for non-veterans with equal or lower scores.

  • 5-Point Preference (TP): Awarded to veterans who served on active duty and were honorably discharged. The 5 points are added to a passing examination score. Reservists and National Guard members who served on active duty for training only do not qualify.
  • 10-Point Preference (CP/CPS/XP): Awarded to veterans with a VA disability rating of 10% or higher, veterans who received the Purple Heart, and certain other categories. Ten points are added to a passing score, and the veteran is placed on the highest priority register (Order of Selection) ahead of 5-point preference eligibles and non-preference eligibles.
  • 30% or More Disabled Veterans: Veterans with a 30% or higher VA rating may be hired directly by federal agencies through Schedule A or the 30% or More Disabled Veterans hiring authority — without competition. The position must exist and the agency must choose to use this authority, but it bypasses the standard competitive process entirely.

Veterans' Preference applies to most federal jobs in the competitive service. It does not apply to the Senior Executive Service (SES), most positions filled internally, or positions in agencies that have their own separate hiring systems (like the Postal Service).

Schedule A Direct Hiring for Veterans with 30%+ Ratings

The Schedule A appointing authority (5 CFR 213.3102(u)) allows federal agencies to hire veterans with a 30% or higher service-connected disability rating without posting a vacancy announcement or holding a competition. You submit your resume and documentation directly to the agency's HR office or disability program manager. This pathway is underused — many veterans with high ratings do not know it exists. Contact the agency's Selective Placement Program Coordinator (SPPC) to ask whether Schedule A appointments are available for positions you are interested in.

USERRA — Your Civilian Job Is Legally Protected During Deployment

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is one of the most powerful and least-understood veteran employment laws. USERRA gives every service member — active duty, Reserve, or National Guard — the right to return to their civilian job after a qualifying military absence, with the same seniority, benefits, pay, and status they would have had if they never left.

  • Who is covered: All members of the uniformed services, including part-time National Guard and Reserve members who are deployed or ordered to training. This applies even to employees who work part-time or for small businesses — USERRA has no employer size minimum.
  • Reemployment timeline: You must apply for reemployment within a specific window after release from service: 1 business day (for service under 30 days), 14 days (31–180 days), or 90 days (181+ days).
  • What the employer must restore: Your previous position (or a comparable one), all accrued seniority, pension credits, and any benefits that would have accumulated during your absence.
  • Anti-discrimination protection: Employers cannot deny hiring, promotion, or benefits based on past, current, or anticipated military service. This applies to job applications too — an employer cannot refuse to hire you because they think you might deploy.
  • Health insurance continuation: You can elect to continue employer-sponsored health coverage for up to 24 months during a military absence.
  • Filing a complaint: USERRA violations can be reported to the Department of Labor's Veterans' Employment and Training Service (VETS) or pursued through the Merit Systems Protection Board (for federal employees).

The most commonly missed USERRA fact: part-time National Guard and Reserve members have full USERRA protection. Many employers — and many Guard and Reserve members themselves — do not realize that a weekend warrior who gets deployed to a 9-month overseas assignment has the same legal right to return to their civilian job as a full-time active duty member. The employer cannot fill the position permanently and must hold it or provide a comparable role upon return.

VR&E Chapter 31 — Vocational Rehabilitation

Veterans' Readiness and Employment (VR&E), formerly called Vocational Rehabilitation and Employment, provides free job training, education, employment accommodations, and job placement assistance to veterans with a service-connected disability rating of 10% or higher and a service-connected employment handicap. Benefits include tuition, fees, books, supplies, and a monthly subsistence allowance while in training.

  • Eligibility: 10% or higher VA disability rating (20% if not determined to have a "serious employment handicap") and discharged under other than dishonorable conditions. Must apply within 12 years of separation or the date of the disability notification letter, whichever is later.
  • Services: Career counseling, training for a new career, education at college/vocational schools, on-the-job training, and supported employment for veterans with significant barriers.
  • Subsistence allowance (2026): Paid monthly while in training — rate depends on type of training and number of dependents. This is in addition to any GI Bill entitlement, though you typically use one or the other for a given term.
  • How to apply: File VA Form 28-1900 at VA.gov or in person at a VA Regional Office. See Chapter 31 VR&E details for full guidance.

DOD SkillBridge — Civilian Work While Still on Military Pay

SkillBridge is a Department of Defense program that lets transitioning service members work for a civilian employer during the last 180 days of active duty service — while still receiving their full military pay and benefits. The civilian employer pays nothing; the military pays the service member's salary during the SkillBridge period.

  • Who qualifies: Active duty service members in the last 180 days of service (some branches allow longer periods with commander approval).
  • How to find programs: The DOD maintains an approved employer directory at skillbridge.defense.gov. Participating employers range from Fortune 500 companies to small businesses in skilled trades, technology, healthcare, and finance.
  • The benefit for employers: They get a highly trained worker at no labor cost for up to 6 months — making SkillBridge a strong foot-in-the-door for veterans. Many SkillBridge participants receive job offers before they separate.

See the SkillBridge full guide for program details, how to get commander approval, and a list of participating employers by industry.

Transition Assistance Program (TAP)

TAP is a mandatory 5-day pre-separation program for most active duty service members separating after 180 or more days of service. It covers resume writing, VA benefits orientation, financial planning, and career exploration. Some branches offer extended TAP tracks for service members pursuing higher education or entrepreneurship. TAP is your first structured opportunity to learn about veteran hiring preferences, VR&E, and state-level employment programs before you leave service.

GI Bill for Career Change

Remaining GI Bill entitlement can be used after separation for vocational training, apprenticeships, or non-college degree programs — not only four-year degrees. Veterans who used GI Bill months for a degree and still have time remaining can put those months toward vocational certificates, EMT training, CDL programs, and similar career skills. See the GI Bill guide for entitlement remaining lookups and program eligibility rules.

VEVRAA — Federal Contractor Hiring Requirements

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires federal contractors with contracts of $150,000 or more to take affirmative action to hire, promote, and retain covered veterans. The 2026 national veteran hiring benchmark is 6.9% — meaning federal contractors should aim for at least 6.9% of their workforce to be veterans. If you apply for a job at a federal contractor and are a covered veteran (recently separated, disabled, active duty wartime service medal recipient, or Armed Forces Service Medal recipient), the employer must list priority openings with the state employment service. You can ask HR whether the company holds federal contracts and whether VEVRAA obligations apply.

Homeless Veterans Reintegration Program (HVRP)

HVRP is a Department of Labor grant program that funds local job placement services specifically for veterans experiencing homelessness. Grantees provide case management, job training, work readiness assistance, and placement support. Contact your local American Job Center or Veterans' Employment and Training Service (VETS) office to find a local HVRP-funded program.

State-Level Veteran Employment Programs

Most states have their own veteran employment preference laws, hiring incentives for veteran-owned businesses, and state-funded training programs that supplement federal benefits. Contact your state's Department of Veterans Affairs or state labor department to identify programs specific to your location.

Related Resources

Key Takeaways

  • USERRA legally protects the civilian jobs of all National Guard and Reserve members during deployment — including part-time members — regardless of employer size, and requires full restoration of seniority and benefits upon return.
  • Veterans with a 30% or higher VA rating can bypass federal job competition entirely through Schedule A direct hiring by contacting an agency's Selective Placement Program Coordinator.
  • SkillBridge lets transitioning service members work for a civilian employer during the last 180 days of service while still drawing full military pay — making it one of the best networking and job-offer tools available.
  • Federal contractors with contracts of $150,000 or more must meet a 6.9% veteran hiring benchmark under VEVRAA and must list priority openings with state employment services for covered veterans.

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