Optimizing VA Benefit Utilization in 2026

A number of new developments might impact the employment of military service members and their households and employers' compliance obligations in 2026. Changes range from proposals to increase rewards for hiring military spouses to boosted work securities for service members while on task. Military spouse employment chances and support stay a focus for pending legislation.

, presented previously in 2025.

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Frequent Relocations Regular relocations continue to strain military households and can make it more challenging for employers to employ and retain military spouses. Expanding the WOTC could produce brand-new incentives for companies to work with military partners and use this underutilized skill pool. In addition, the Supporting Tours Throughout Years (STAY) Act (H.R. 6146), presented in November 2025, seeks to restrict movings of active-duty servicemembers.

Expert Financial Planning Tips for 2026

The U.S. Congress has not yet used up the STAY Act this year, but if it is eventually enacted, it might lead to reduced PCS moves that might affect recruiting, retention, and remote-work policies for military spouses. Military Re-Employment Protections Federal law currently provides civilian work leave defenses for veterans and service members who are involuntarily or willingly released for military service.

The Dole Act reinforced anti-retaliation protections and permitted plaintiffs alleging USERRA offenses to seek minimum liquidated damages of $50,000 and lawyers' costs. Agencies and courts may continue to translate and use the Dole Act's USERRA-related arrangements.

New Company Resources In January 2025, the U.S. Department of Labor's Veterans' Work and Training Service (DOL/VETS) launched a program for employers to look for assistance for ensuring compliance. The Support and Assistance for Leaders in USERRA Training and Employment (SALUTE) program is a chance for companies to request technical guidance on USERRA-related concerns or specific problems in their workforce before the beginning of a DOL/VETS problem or claim.

Concern actions consist of examining USERRA compliance programs and training, updating military leave and reemployment policies, confirming health-benefit continuation treatments, and lining up hiring and tax-credit screening processes to rapidly catch new rewards for military partners. Ogletree Deakins' new Armed force Workforce Practice Group brings together a group of attorneys, a number of whom are veterans or presently serving in the Reserves or National Guard, who regularly recommend on USERRA compliance, policy advancement, multistate implementation, and examinations and litigation.

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Accessing New Veteran Relief Programs

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For 10 years, Hiring Our Heroes has championed military partner work, producing paths to opportunity and driving systemic change. As we commemorate this turning point, the 10th Yearly Armed Force Partner Employment Summit will honor the tradition of development while charting a vibrant course for the future. This year's top concentrates on Leadership & Tradition as we recognize the spouses, companies, and advocates who have transformed the work landscape and prepared the next generation to grow in an evolving labor force.

Together, we will develop on a years of service and success to create a future where military spouses lead with strength, vision, and function.

Military partners deal with one of the most consistent work spaces in the American labor force. According to information from the US Department of Labor, military partner joblessness has hovered around 20% or higher recently. This far exceeds the national average, which usually falls listed below 5%. An interview with Sarah Roder, Director of Collaborations & Member Engagement at Armed Forces Mutual and a military partner herself, shows how those challenges play out in practice and how spouses can navigate them more successfully.