When President Donald Trump sent National Guard troops to Los Angeles and Washington, D.C., in recent months, some private employers faced unplanned leaves of absence. Here are some considerations for employers to keep in mind when employees take military leave.

Quick Hits

• The Trump administration has deployed troops to Los Angeles and Washington, D.C., in recent months, and the president has named four more cities where he intends to deploy troops.
• Employers must provide job-protected leave to service members who are called to military duty.
• Domestic deployments for natural disasters or other emergencies may impact private employers with regard to their staffing levels, compensation costs, and employee benefits administration.

In June 2025, President Trump deployed about 4,700 National Guard soldiers and U.S. Marines to Los Angeles to support federal immigration enforcement. On August 11, 2025, President Trump deployed about 800 National Guard soldiers to Washington, D.C., to assist local police in preventing crime.

About 1 percent of the U.S. workforce is part of the uniformed services. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), private and public employers are legally obligated to give employees job-protected, unpaid leave when they are called up for duty with the Army, Navy, Marine Corps, Air Force, Space Force, Coast Guard, Reserves, National Guard, Public Health Service, and certain other duties specified by USERRA. Depending on...

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