Path from Bronze to Silver: Armed Forces Covenant Employer Recognition Scheme

Reference and internal guidance for The Association for IEMT Practitioners

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What the Silver award means

The Employer Recognition Scheme has three stages:

• Bronze – the organisation has made a public commitment to support the Armed Forces community.
• Silver – the organisation can demonstrate that this support is active, visible, and embedded in practice.
• Gold – the organisation becomes an advocate and sector example for wider Armed Forces support.

Core requirements for progressing from Bronze to Silver

Requirement	What this means in practice
Hold Bronze status	The organisation must already hold Bronze status and have had sufficient time to put supportive policies and evidence in place. In practice, moving to Silver within 12 months of Bronze is generally unusual.
Fair recruitment and selection	The organisation must be able to show that service personnel, veterans, reservists, military spouses and other members of the Armed Forces community are not unfairly disadvantaged in recruitment and selection.
Employ at least one member of the Armed Forces community	This may include a reservist, veteran, service leaver, military spouse or partner, or Cadet Force Adult Volunteer. Where this is genuinely not possible due to scale or business model, stronger generic evidence of support may be needed.
Workforce awareness	Staff must be aware of the organisation’s positive policies and commitments toward the Armed Forces community. This should not remain hidden in a document folder. It should be visible and actively communicated.
Reservist mobilisation support	The organisation must have a policy or framework showing that it would support reservist mobilisation where practicable.
Additional leave for reservist training	Silver-level support includes providing at least five days of additional annual leave for reservist training, ideally paid where possible.
Support for Cadet Force Adult Volunteers	The organisation should allow reasonable flexibility for employees who volunteer with cadet forces, so they can fulfil those commitments alongside work.
Relationship with DRM	A proactive relationship should be maintained with Defence Relationship Management or the relevant Regional Employer Engagement contact.

Important process point

Bronze can be self-nominated. Silver is part of a nomination process, and nomination windows only open at certain times of the year. The Association should stay in contact with the relevant regional Armed Forces Covenant or RFCA contact so the next window is not missed.

What the Association should put in place

1. Recruitment wording and fairness

• Add clear “forces-friendly employer” wording to recruitment materials and appropriate website pages.
• Make it explicit that relevant military experience and transferable skills are recognised and valued.
• Ensure anyone involved in recruitment understands how military backgrounds may map onto civilian roles.
• State clearly that veterans, reservists, military spouses and partners are welcome to apply.

2. Internal policy framework

• Create or formalise a short Armed Forces community support policy.
• Include reservist mobilisation support.
• Include at least five additional days for reservist training.
• Include flexibility for Cadet Force Adult Volunteers where relevant.
• Record who in the organisation is responsible for implementing the policy.

3. Staff awareness and internal communication

• Announce the policy internally rather than simply storing it.
• Include the commitment in staff induction materials.
• Reference the Armed Forces Covenant and Bronze status in appropriate internal communications.
• Make sure trustees, officers, staff and relevant volunteers understand the purpose of the policy.

4. Evidence gathering

• Keep copies of policy documents.
• Keep screenshots of website wording and recruitment pages.
• Keep records of internal announcements or induction content.
• Record examples of support offered to any member of the Armed Forces community.
• Keep a note of any engagement with Defence Relationship Management or RFCA representatives.

5. Workforce mapping

• Identify whether the Association already includes anyone who is a veteran, reservist, spouse or partner of serving personnel, or Cadet Force Adult Volunteer.
• Do this carefully and respectfully, with consent and appropriate confidentiality.
• This matters because Silver applications commonly require evidence that at least one member of the Armed Forces community is part of the organisation.

Recommended practical checklist for the Association

• Confirm Bronze award date and likely Silver eligibility timing.
• Identify the relevant regional Armed Forces Covenant or RFCA contact.
• Draft or refine an Armed Forces community support policy.
• Add reservist training leave wording.
• Add mobilisation support wording.
• Add flexibility wording for Cadet Force Adult Volunteers.
• Update recruitment wording to reflect forces-friendly practice.
• Make internal staff aware of the policy.
• Identify existing members of the Armed Forces community within the organisation where appropriate.
• Keep evidence ready for nomination.
• Monitor the annual Silver nomination window.

Potential benefits of gaining the Silver award

Recognition and credibility

Silver award holders are publicly recognised for delivering meaningful Armed Forces support. This can strengthen credibility with members, partners, stakeholders and potential collaborators.

Stronger recruitment positioning

The award helps signal that the organisation is serious about fair treatment, transferable skills, and practical support. That can make the Association more attractive to veterans, reservists, military spouses and others connected to the Armed Forces community.

A visible forces-friendly identity

Silver status allows the organisation to visibly demonstrate that its Covenant support is active rather than symbolic. That has value in public communications, organisational reputation and partnership development.

Improved organisational discipline

Preparing for Silver usually results in clearer policies, better internal communication, cleaner evidence trails and stronger governance around recruitment and staff support.

Better platform for future progress

Silver status creates a clearer pathway toward Gold in the future, should the Association later wish to position itself as a stronger advocate for the Armed Forces community.

Suggested immediate next steps

1. Confirm when Bronze was awarded and whether enough time has passed to support a credible Silver application.
2. Identify the correct regional contact for nomination guidance.
3. Draft a concise Armed Forces support policy tailored to the Association.
4. Update recruitment and website wording to reflect forces-friendly practice.
5. Gather evidence and prepare in advance of the next nomination window.

Internal note

This page should be treated as a working guidance document for planning and preparation. Before submission, the final application position should be checked against the latest official ERS guidance and the current nomination timetable.