500 volunteer reserve positions 2026: requirements, vacancies and how to apply

Key data

The Ministry of Defense is calling 500 volunteer reserve positions for 2026, through the Resolution 452/38402/2026, of September 25, published in the BOE on October 5, 2026. This call opens a concrete opportunity for citizens wishing to combine their civil professional life with service in the Armed Forces as reserves.

For companies and managers, the relevance is twofold: they may have employees who request this status, with the labor implications it entails, and they may also consider whether this figure fits their corporate social responsibility strategies or talent management with a leadership profile.

What does this regulation establish?

The resolution calls for a selection process for admission to military training centers with the aim of acquiring the status of volunteer reserve of the Armed Forces. The key aspects are:

• 500 vacancies distributed by specialties according to Annex II of the resolution.
• Candidates must pass a selection process with objective criteria: required academic qualification, psychophysical aptitude and linguistic aptitude, in accordance with current regulations.
• The process is based on Law 39/2007, on military career, and on Royal Decree 383/2011, which regulates the regime of volunteer reserves.
• Equality measures and maternity protection are applied during the training phase.
• Vacancies are distributed by specialty, with full details in Annex II of the official resolution.

The volunteer reserve is a figure that allows civilians with active professional life to serve in the Armed Forces on a non-permanent basis, being called when national defense needs require it. It does not imply abandoning civil employment indefinitely, but rather a regulated availability.

Economic and operational impact

For companies, the main operational impact occurs when an employee acquires the status of volunteer reserve and is called to active service. Law 39/2007 and RD 383/2011 establish the framework of rights and obligations for both the reserve and the employer.

The most relevant operational aspects for a company are:

• Job reservation: the employee who is called to activation has the right to reserve their position during the service period.
• Workforce planning: companies with employees participating in this call must anticipate possible temporary absences.
• Initial training process: admission to military training centers involves a training period that may coincide with the candidate's working hours.
• Equality measures: the call expressly incorporates maternity protection during training, which reinforces the non-discrimination framework also applicable in the candidate's original work environment.

From the perspective of the individual candidate, the status of volunteer reserve does not entail permanent remuneration, but only during periods of actual activation, in accordance with the scales established in the reference regulations.

Who does it affect?

• Active citizens wishing to acquire the status of volunteer reserve and meeting the requirements of qualification, psychophysical and linguistic aptitude.
• Companies and employers whose workers may apply for this call or be activated as reserves in the future.
• Human Resources departments that must manage temporary absences due to reserve activation.
• Labor and legal advisors who advise companies with reserve employees on job reservation rights and remuneration compatibility.
• Managers and professionals with university degrees interested in the specialties called according to Annex II of the resolution.

Practical example

An industrial engineer employed in an energy sector company decides to apply for the 2026 volunteer reserves call in one of the technical specialties included in Annex II of the resolution.

The process they will follow is as follows:

1. Verifies that they meet the requirements: qualification appropriate to the requested specialty, psychophysical aptitude and, if applicable, linguistic aptitude according to current regulations.
2. Submits their candidacy within the deadline established in the call.
3. Passes the selection process with objective criteria.
4. Enters the corresponding military training center to acquire the status of volunteer reserve.

Their company, when notified, must know that Law 39/2007 and RD 383/2011 protect job reservation during activation periods. The HR department will need to arrange a temporary replacement if the employee is activated in the future, and verify with their labor advisor the specific obligations regarding contributions and remuneration during that period.

What should companies do now?

1. Identify if there are candidate employees: communicate internally the existence of this call for 500 positions so interested parties can evaluate their participation with sufficient time.
2. Review the applicable legal framework: consult with your labor advisor the employer's obligations when a volunteer reserve is activated, in accordance with Law 39/2007 and RD 383/2011.
3. Update HR protocols: incorporate into your internal procedures the handling of absences due to reserve activation, including job reservation and replacement management.
4. Consult Annex II of the resolution: if you have employees with technical or specialized profiles, review the specialties called to anticipate which profiles in your workforce could be affected.
5. Verify equality measures: ensure that your company does not apply any restriction or penalty to employees participating in this process, in line with the equality measures incorporated in the call.

Official source

View complete regulation in official source

Notice: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-20614