This study provides the analysis and research necessary to identify and recommend ways to support reservists’ civilian employers. Employers are not able to support sustained reservist absences that are now more frequent and for longer periods of time. The need to support employers has increased with the new U.S. National Security Strategy. Adequate support from Congress to employers is necessary. Reservists must maintain employment and thus they encounter more issues surrounding their dual-status than they have in the past. Increased communication between DoL, DoD (ESGR) and employers on supporting the employment of reservists will assist in educating employers about the nation’s reliance on them and reservists in maintaining national security. Governmental agencies at both state and federal levels must support and inform employers about the restructuring of the reserve forces from a strategic reserve to an operational reserve. This has not been done effectively. Making employers aware of this transformation within the reserve components is essential if an operational reserve is to be successful. Addition by Congress of tangible benefits that aid the employer in temporarily replacing the reservist during deployment will garner employer support. Recruitment and retention initiatives for the operational reserve component force are also essential. At the top of the initiative list is developing a strategy that will support employers. When reservists are absent from work, employers and businesses lose money. Today, concerns for employers are not addressed by monetary or other cost saving incentives which is a language employers and businesses understand. The study recommends such a policy be established which allows personnel replacements, other forms of reimbursement, and employer partnerships that when combined fully support the civilian employers of the operational reserve.