Military Spouse Employment: UK and US Data, Schemes and Support in 2026

Military spouse employment support is available in both countries, and nearly all of it is free. In the US, the Department of Defense's SpouseWorks programme (formerly SECO, with the scholarship formerly called MyCAA) offers career coaching, up to $4,000 towards licences and qualifications, paid fellowships and the Military Spouse Employment Partnership. In the UK, Forces Families Jobs, the Forces Employment Charity Families Programme and Recruit for Spouses cover job search, coaching and training. This guide sets out the latest data, who qualifies for each scheme, and which support ends once the serving partner leaves.

What the latest data shows

The Department of Defense's 2024 Survey of Active Duty Spouses puts the unemployment rate for civilian spouses at 20 percent, with 69 percent of spouses in the labour force. Rates differ by service: 22 percent for Army spouses, 21 percent for Marine Corps, 20 percent for Navy, and 16 percent for Air Force and Space Force spouses. The Department describes the rate as steady against 2019 and 2021.

Licensing drives much of the gap. In the same survey, 35 percent of spouses said their field needs a state-issued licence, and 28 percent had to obtain a new licence or credential after their last permanent change of station (PCS) move. Among spouses who found work after a move, 28 percent took seven months or longer.

In the UK, the Ministry of Defence's Tri-Service Families Continuous Attitude Survey 2026 (FAMCAS, published 16 July 2026) found 81 percent of spouses of trained Regular personnel in work: 57 percent full time, 20 percent part time and 6 percent self-employed. Even so, 55 percent feel negative about the effect of Service life on their career, and 73 percent of those who looked for work in the past year had difficulty finding a suitable job.

The Army Families Federation's Spouse and Partner Employment Survey 2024 (678 responses) shows the effect of mobility. It counted 27 percent of respondents as not working or in full-time education. Among families posted overseas the figure was 61 percent, against 20 percent in the UK. Only 24 percent could keep their job between their last two postings, and 37 percent reported difficulty gaining promotion because of postings. The most common barriers were lack of family support (56 percent), lack of suitable childcare (52 percent) and childcare cost (51 percent).

The two headline figures measure different things, so read them side by side with care. The UK figure counts everyone in work; the US figure counts those looking for work and unable to find it.

US support: SpouseWorks, MSEP and federal hiring

In 2026 the Department of Defense renamed its Spouse Education and Career Opportunities programme as SpouseWorks. The MyCAA scholarship became the SpouseWorks Scholarship, the Career Accelerator became the SpouseWorks Fellowship, and the Military Spouse Employment Partnership (MSEP) now sits inside SpouseWorks as its employer network.

Two rules matter for planning. First, the federal appointment rules tighten on 1 January 2029: from then, active-duty spouses can receive one noncompetitive appointment per PCS order, limited to the area of the new duty station. Spouses of 100 percent disabled veterans can receive one such appointment to a permanent post.

Second, 50 U.S.C. 4025a (in force since January 2023 and amended in December 2024) makes a licence in good standing valid in the new state when a spouse moves on military orders. The spouse applies to the new state's licensing authority with proof of orders, a marriage certificate and a notarised affidavit. If the authority cannot decide within 30 days, it may issue a temporary licence. Where an interstate licensing compact covers the profession, the compact rules apply instead.

UK support: Forces Families Jobs and the families charities

Spouses who accompany a serving partner overseas can claim National Insurance credits to protect their State Pension record. The MOD's Discover My Benefits partner support page lists overseas tax, National Insurance and employment guidance in one place.

What changes when the serving partner leaves

Several schemes are tied to the serving member's status, so the leaving date starts a clock for the spouse as well.

• Forces Families Jobs (UK): eligibility runs for 12 months after the serving person leaves.
• Career Transition Partnership (UK): resettlement belongs to the serving person. The Army Families Federation notes that in some medical discharge cases the serving person can transfer their entitlement to an eligible spouse or partner. See our guide to the Career Transition Partnership.
• Forces Employment Charity and Recruit for Spouses (UK): both continue to support veterans' spouses and partners after service ends.
• Military OneSource (US): services, including spouse employment consultations, stay open for 365 days after separation or retirement.
• SpouseWorks Scholarship (US): the sponsor must be on active duty or qualifying Title 10 orders, so start any funded course before the separation date.
• Licence relief (US): 4025a covers moves made on military orders. A move after separation falls under the new state's ordinary licensing rules.

Building spouse employment into the transition plan

Household income often dips at the point of leaving, and a second salary can cover that gap. Our article on the income cliff after service explains the numbers. A workable plan has five parts.

1. Fix the location early. Spouse job search, licensing and childcare all depend on where the family settles.
2. Use the funded options while eligible. Book a SpouseWorks coaching session or register with Forces Families Jobs before the leaving date.
3. Check licensing in the target state or nation. In the US, contact the licensing board before the final PCS move. In the UK, check whether a professional body needs registration to move between England, Scotland, Wales and Northern Ireland.
4. Price childcare. The AFF survey found childcare to be the top practical barrier, so cost it before accepting any offer.
5. Consider remote work. Remote roles move with the family; see remote work after service.