Dorset Council agrees flexible working to continue employing relocating military spouse

September 18, 2026

An Armed Forces spouse faced the prospect of having to leave a valued job due to a Service-related relocation.

What was the situation?

A Dorset Council employee approached the council’s Armed Forces Lead after learning that her spouse, a serving member of the Armed Forces, had been assigned to a new location about 90 minutes away from Dorset.

The employee was concerned that relocating with her family could require her to resign from her role, where she had developed significant skills, knowledge and experience.

What made this Covenant disadvantage?

Members of the Armed Forces are likely to relocate more frequently than civilians. As their partners move with them, this can disrupt their civilian careers. This is unlike many civilian employees who have greater control over where they live and work. This spouse faced the challenge of balancing the demands of Service life with maintaining stable employment and career progression.

What was done to help?

The employee was supported through discussions involving her management team, Human Resources, and the council’s Armed Forces Lead. They considered how her role could be delivered flexibly, while continuing to meet the council’s operational requirements. Following a review of the role and responsibilities, a flexible working arrangement was agreed.

The employee was permitted to work remotely from her new location while remaining a Dorset Council employee. To maintain professional support, team cohesion and regular contact with colleagues, she agreed to travel to Dorset once a week for meetings with her line manager and wider team.

This arrangement enabled the employee to continue her career while supporting her family’s relocation to meet the needs of the Armed Forces.

What was the outcome?

The flexible working arrangement allowed the employee to remain in a role she valued, helping her maintain career continuity and avoid the loss of employment.

The solution also benefited Dorset Council, enabling it to retain an experienced and skilled member of staff, and preserve valuable organisational knowledge. The employee continued to receive managerial support and remained fully integrated within her team.

The case demonstrated how flexible working can help reduce employment-related disadvantages experienced by military spouses. It also provided reassurance to other Armed Forces-connected employees that this employer is willing to consider practical solutions where operationally possible.

Wider information

You can read more widely about:

• Covenant disadvantage and special provision (the two types of case study in this database)
• How local authorities can support the Armed Forces community and implement the Covenant
• Covenant support for the Armed Forces community: Civilian employment

Disclaimer: This case study is part of the Covenant case study database. MOD has developed the database to illustrate examples of good practice for organisations in scope of the Covenant. It serves as a guide for effective Covenant delivery, offering practical insights into achieving fairness for the Armed Forces community. Delivery of the Covenant may vary across the UK. This means there is no guarantee the solution outlined in this case study is available in your area.