Virgil HR I Instant Teams I May 2025

As we honor Military Spouse Appreciation Month, it’s important to spotlight not only the individuals behind the scenes of military life but also the trailblazers driving change in the professional world. Companies like Instant Teams and VirgilHR—both military spouse-founded and venture-backed—are leading the charge in transforming the employment landscape for military spouses. By building scalable, remote-first workforce solutions and automating HR compliance with precision, these innovative ventures are not only creating career opportunities for military-connected talent but also reshaping how businesses view flexibility, inclusion, and modern HR practices.

May marks Military Spouse Appreciation Month, a time to recognize the resilience, sacrifice, and extraordinary contributions of military spouses across the nation. As employers look to build diverse, agile, and inclusive workforces, military spouses represent a highly skilled, underutilized talent pool. Yet, despite their qualifications, they face unique employment challenges due to frequent relocations, inconsistent licensing standards, and gaps in employment history.

Understanding the legal, logistical, and cultural considerations of hiring military spouses is not only the right thing to do—it’s a strategic advantage. Here are five must-knows every employer should understand when hiring or supporting military spouses:

1. The Servicemembers Civil Relief Act (SCRA): Understand Its Impact

While primarily focused on active-duty servicemembers, the Servicemembers Civil Relief Act (SCRA) may indirectly affect their spouses, especially in cases involving joint leases, financial agreements, or deployment-related relocations. Employers should:

• Be mindful of lease terminations or financial obligations that may impact a military spouse’s work arrangements.
• Provide flexibility in leave policies when a spouse must accompany a service member to a new duty station.

Awareness of SCRA shows empathy for the complexities military families face and helps HR teams anticipate transition-related needs.

2. The Military Spouse Residency Relief Act (MSRRA): Tax and Voting Implications

The Military Spouse Residency Relief Act (MSRRA) allows military spouses to maintain their state of residency for tax and voting purposes even when relocating with their servicemember. For employers, this affects:

• Tax Withholding: Spouses may claim exemption from state income tax in their duty station if their permanent residence is in a different state.
• Compliance: Ensure payroll systems account for MSRRA exemptions correctly to avoid legal or tax issues.

HR and payroll teams should be trained on MSRRA to ensure compliance and provide accurate support to affected employees.

3. Professional License Portability: Know the Barriers and Solutions

One of the biggest challenges military spouses face is relicensing when moving across state lines. Occupations such as nursing, teaching, real estate, and cosmetology often require state-specific certifications. In December 2024, Congress made significant changes to the Professional License Portability portion of the SCRA.

This provision:

• Offers support for license transfer costs.
• Advocates for or being aware of interstate compacts (e.g., Nurse Licensure Compact).
• Encourages employers to be flexible with roles that don’t require immediate licensure while the spouse transitions.

Understanding these barriers can significantly ease the employment process and reduce onboarding delays.

4. Employment Gaps and Resume Red Flags: Rethink the Narrative

Military spouses often have gaps in employment, frequent job changes, or non-linear career paths. Instead of viewing this as a red flag:

• Recognize the adaptability, resilience, and cross-functional skills they bring.
• Consider skills-based hiring models that focus on capabilities over chronology.
• Implement structured interview processes to reduce bias and focus on transferable experience.

These candidates often bring unmatched soft skills like problem-solving, flexibility, and crisis management.

5. Remote Work and Flexible Arrangements: A Critical Differentiator

Remote and hybrid work policies can be a game-changer for military spouses, who often relocate every 2–3 years.

Employers should:

• Promote location-independent roles where possible.
• Embrace flexible scheduling to accommodate time zones, childcare, or deployments.
• Offer clear remote onboarding and support systems to ensure long-term success.

This flexibility not only supports retention but also broadens your access to national talent.

Final Thoughts

Recognizing Military Spouse Appreciation Month is more than a gesture—it’s a call to action. By understanding the legal protections, unique challenges, and practical needs of military spouses, employers can create a more inclusive and supportive workplace culture.

Hiring a military spouse isn’t just good citizenship—it’s smart business. They bring dedication, loyalty, and a work ethic forged by years of service to their families and country. Let’s give back by building pathways that honor their commitment and unleash their potential.

Ready to tap into a high-performing, mission-driven talent pool?

At Instant Teams, we specialize in building scalable CX solutions powered by military spouse talent. Whether you’re looking for fully managed BPO services, temp-to-perm staffing, or a targeted job board to meet your hiring goals, our team of experts is ready to help.

Looking to simplify compliance while expanding your talent reach?

VirgilHR delivers real-time, compliant HR solutions designed to meet you where you are—and take you where you need to go. Whether you’re building inclusive hiring programs or navigating complex employment law, our platform and team of experts are ready to support your success.