Appendix 1

Transition from Service to Civilian Life

Disrupted or unplanned transition reduces readiness for civilian recruitment; weaker job search capability

Difficulty adapting to civilian workplace norms; early job exits

Skills Translation & Recognition

Military experience poorly understood by employers; veterans enter work below skill level

Underemployment leads to dissatisfaction, disengagement, and turnover

Confidence 

Veterans undersell or mis present skills in applications and interviews

Reduced confidence affects progression, performance reviews, and retention

Health & Wellbeing 

Health conditions limit job choice or delay labour market entry

Fluctuating health impacts attendance, performance, and job sustainability

Employer Awareness & Workplace Culture

Stereotypes or lack of understanding deter recruitment

Poor line management and inflexibility increase attrition

Caring Responsibilities & Life Circumstances

Reduced availability for full time or shift work; constrained sector choice

Inflexible roles become unsustainable over time

Access to Employment Support

Veterans unaware of support or disengage from services that feel inaccessible

Time limited support fails to address later employment challenges

Job Quality & Security

Entry into insecure or short term work under financial pressure

High churn, instability, and limited progression

Networks

Limited civilian networks reduce access to informal job opportunities

Lack of workplace advocates affects progression and retention

Geography & Mobility

Restricted job markets due to housing, family, or health needs

Long commutes or relocation pressures reduce job longevity