In the U.S., military leave is primarily governed by federal law, notably the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), which provides protections for employees who serve in the military, whether on active duty, in the reserves, or the National Guard. Here are the key aspects of U.S. military leave and conditions

Eligibility for Military Leave

Who qualifies: U.S. military leave applies to employees who are members of the Uniformed Services (including the Army, Navy, Air Force, Marines, Coast Guard, and National Guard). Obligation: The employee must have an obligation to serve in the military or reserves, whether active duty, training, or a mobilization order.

2. Duration of Leave

Short-Term Training: Employees who serve in the reserves or National Guard may be required to take short periods of leave for training, typically two weeks annually.
Long-Term Duty: Military leave can be extended if an employee is called to active duty for a deployment, which can last several months or even years, depending on the situation. Under USERRA, an employee’s military service leave can generally last up to five years (cumulative) without losing the right to reemployment. There are some exceptions to this, including certain circumstances of extended service during wartime.

3. Reemployment Rights (USERRA)

Job Protection: When an employee returns from military leave, they are entitled to return to their civilian job or an equivalent position with the same pay, benefits, and seniority they would have had if they had not left. Employers cannot discriminate against employees due to their military service.
Timeframe for Reemployment: Employees must apply for reemployment within certain timeframes: 1-30 days of service: Must apply for reemployment within 1 day. 31-180 days of service: Must apply within 14 days. More than 180 days: Must apply within 90 days.

Below you can register for the military leave: Name Gmail Name of soldier SSN number of Soldier.