I was intrigued by this story from Fuzzy_Wuzzy particularly the bit about jobs only being protected during the four weeks before mobilisation, which I'd never heard of: ââ¦ when a job came up towards the end of last year I asked to be mobilised without speaking to my Company. Within a week the paperwork landed on my boss's desk and very shortly thereafter I had several conversations which led me to believe my job was being made redundant. At first, I was not overly concerned as I thought my position was protected by RFA96 and the Safeguard of Employment Act 1985. However, having read SoE 85 realised I was only protected if employed for the 4 weeks immediately prior to mobilisation, (this was December for a Feb 09 callout giving them time to go through a consultation and finish me before the 4 weeks and therefore not having to safeguard my job).â(In full here http://www.arrse.co.uk/cpgn2/Forums/viewtopic/t=114213.html ) Iâve had a look at SOE85 and found the relevant bit. According to section 2 you are only entitled to be reinstated after being demobbed if you were working for a company in the four weeks before starting full time service. So, if you give your employer plenty of warning and they get rid of you more than four weeks before you go to RTMC then you arenât entitled to get your job back. BUT â¦ SOE85 (section 17) also makes it an offence (so something the police would deal with, I think) if an employer terminates your employment âsolely or mainlyâ because you are in the TA. It appears that if a court has âreasonable causeâ to believe that being in the TA âcaused or contributed to the termination of the employmentâ, it is the employer who has to prove that the termination wasnât connected with the person being in the TA. So it looks like if you tell your employer you are likely to be mobilised then you are made redundant theyâd need a pretty watertight reason for selecting for you for redundancy other than the fact you are in the TA. Is this right - or am I reading it wrong? Has section 17 ever been used? Should people in the TA / employers know more about it?