America’s military veterans don’t stop serving when they take off the uniform. They carry with them mission-focused discipline, specialized technical skills, and the ability to adapt under pressure – qualities honed through years of training and service. In their civilian careers, these traits translate into success in diverse sectors, from cybersecurity and logistics to healthcare and public service.
But how many veterans are working today? Where do they work? And what challenges and opportunities shape their career paths after military service? Drawing on the latest data from the Bureau of Labor Statistics (BLS), Department of Labor (DOL), and USAFacts, this article explores the size, composition, and evolving role of the U.S. veteran workforce.
Total Size & Scope
As of 2023, approximately 8.4 million U.S. military veterans are employed in the civilian labor force, representing about 5% of the total U.S. workforce. The unemployment rate among veterans remains low – 3.6% as of May 2025—though post-9/11 veterans (OIF/OEF era) face a slightly higher rate of 4.1%.
Labor force participation among veterans is somewhat lower than that of nonveterans, largely because of demographic factors: nearly half are 45 or older, and many have service-connected disabilities that can require workplace accommodations or limit employment options.
Who They Are: Demographics & Composition
The veteran workforce reflects every branch of the armed forces:
- Army: The largest share, producing leaders in logistics, operations, and engineering.
- Navy & Air Force: Strong representation in technical, engineering, and aviation-related careers.
- Marine Corps: Often transitions into security, trades, and emergency services.
- Coast Guard: Contributes to maritime safety, law enforcement, and port security.
- Space Force: Small but emerging footprint in aerospace, satellite technology, and cyber operations.
Roughly 77.5% of working veterans are in the private sector, in industries such as defense contracting, manufacturing, IT, healthcare, and logistics. The public sector employs the remaining 22.5%, including more than 750,000 federal civilian employees—about one in four federal workers. Key agencies employing veterans include the Department of Veterans Affairs (VA), Department of Defense (DoD), and the U.S. Postal Service (USPS).
Women make up about 10% of the veteran workforce, a share that is steadily rising among younger cohorts. Nearly 4 million working-age veterans report having a service-connected disability ranging from mobility impairments to PTSD – making workplace flexibility and inclusive policies critical.
Trends Over Time
The total veteran population has been declining as older WWII, Korean War, and Vietnam-era veterans age. Yet the number of working-age veterans has remained stable thanks to steady inflows of post-9/11 service members transitioning to civilian life; about 200,000 per year.
In federal employment, veterans’ representation has slipped slightly over the past decade, partly due to retirements and increased outsourcing. At the same time, targeted programs like Veterans’ Preference in hiring, the SkillBridge internship pathway, and VET TEC tech-training under the GI Bill are helping veterans enter high-demand fields like cybersecurity, IT, and engineering.
Where They Serve: Geographic Distribution
Veterans live and work in every state, but certain regions have especially high concentrations due to military installations, VA facilities, and defense-related industries.
| Top States for Employed Veterans | Notable Employment Hubs |
| Texas | Fort Hood/Killeen, San Antonio, Austin |
| Florida | Tampa, Jacksonville, Miami |
| California | San Diego, Los Angeles, Sacramento |
| Virginia | Northern Virginia, Norfolk, Richmond |
| North Carolina | Fayetteville, Charlotte, Raleigh |
These areas are more than just job markets -they provide veteran networks, community support systems, and employers familiar with military culture, which can ease the transition to civilian work.
Careers and Employers That Rely on Veterans
Veterans’ skills map to a wide range of industries including:
- Skilled Trades – Electricians, mechanics, welders, HVAC technicians.
- Public Safety – Law enforcement officers, firefighters, emergency medical services.
- Technology & Cybersecurity – Systems analysts, network security engineers, IT project managers.
- Healthcare – Nurses, medical technicians, physical therapists—particularly within the VA healthcare system.
- Transportation & Logistics – Truck drivers, fleet managers, supply chain coordinators.
The top employers in these industries include:
- Federal Agencies: VA, DoD, USPS, DHS
- Private Sector: Lockheed Martin, Boeing, Northrop Grumman, Amazon, IBM, Raytheon
- Nonprofits: Wounded Warrior Project, Hire Heroes USA, The Mission Continues
Veterans – The Strategic Advantage for Any Workforce
When businesses talk about finding “the right people,” they often mean candidates who are adaptable, dependable, and committed to getting the job done – regardless of the challenge. These are exactly the qualities (and more) military veterans bring to the civilian workplace.
Yet despite their skills and proven track record, many veterans remain an untapped talent pool. According to the Bureau of Labor Statistics, more than 8 million veterans are employed in the civilian workforce, but approximately 200,000 transition out of service every year to be exact – ready to bring their experience to new employers.
Here’s why hiring veterans isn’t just a gesture of gratitude—it’s a smart business decision.
1. Proven Leadership and Teamwork Skills
Military service develops leaders at every rank. From managing small teams under pressure to coordinating large-scale operations, veterans have learned how to lead, follow, and adapt depending on the situation. These skills translate seamlessly into corporate environments, where teamwork and leadership are essential for project success.
Veterans are also accustomed to working in diverse, cross-functional teams, which prepares them to collaborate effectively in workplaces that value inclusivity and cooperation.
2. Advanced Technical and Problem-Solving Abilities
Today’s military runs on complex systems – from advanced aircraft and cybersecurity networks to precision logistics and medical technology. Veterans often leave service with hands-on experience in fields like IT, engineering, communications, and operations management.
Their problem-solving skills are forged in high-stakes environments where quick thinking and decisive action are critical – and where a mistake in judgment can get fellow servicemen killed or wounded – an asset to any organization that needs employees who can assess challenges on the fly and deliver results.
3. Mission-Driven Work Ethic
Veterans are trained to take responsibility, meet deadlines, and maintain high standards – because in the military, lives and missions depend on it. That sense of accountability doesn’t disappear after service.
Employers often find that veterans are self-starters who don’t shy away from hard work. They know how to prioritize, manage time effectively, and focus on achieving the objective – traits that boost productivity and team performance.
4. Adaptability in Changing Environments
Military operations rarely go exactly as planned, and veterans learn to adjust quickly without losing momentum. This ability to stay calm under pressure and adapt to new conditions is particularly valuable in industries facing rapid change, such as technology, healthcare, and logistics.
Veterans are also comfortable stepping into unfamiliar roles or learning new skills – critical in organizations that need employees who can grow alongside the business.
5. Built-In Security and Clearance Benefits
Many veterans leave service with active security clearances, saving employers months of background checks and thousands of dollars in clearance processing costs for sensitive positions. This is especially beneficial in defense contracting, government work, and industries handling proprietary data or secure facilities.
6. Positive Impact on Company Culture
Hiring veterans sends a clear message about a company’s values. It demonstrates a commitment to diversity, inclusion, and community responsibility. Veterans often serve as role models for resilience, respect, and professionalism, positively influencing workplace culture.
In addition, veteran-hiring initiatives can improve a company’s public image and strengthen relationships with clients, customers, and partners who value corporate citizenship.
7. Access to Incentives and Support Programs
Employers who hire veterans may be eligible for federal and state tax incentives, such as the Work Opportunity Tax Credit (WOTC). There are also training and support programs – like the Department of Labor’s Veterans’ Employment and Training Service (VETS) that can help integrate veterans into the workforce and ensure long-term success.
For Employers …
Hiring veterans isn’t just the right thing to do – it’s a competitive advantage. Their leadership, discipline, technical expertise, and adaptability make them valuable assets in every sector, from manufacturing to finance to healthcare.
For employers, the decision is clear: By bringing veterans on board, you’re not just filling a position – you’re gaining a teammate who knows how to get the mission accomplished.
Challenges & Policy Issues Facing Today’s Veteran Workforce
Even with their skills and experience, veterans face hurdles when trying to enter the civilian job market. Translating military experience into civilian terms on a resume can be difficult, and credentialing requirements in certain industries create barriers to entry. Service-connected physical or mental health issues can complicate job searches or limit the types of roles veterans pursue.
Underemployment is another concern, with some veterans working in positions below their skill or education level – sometimes as a way to reenter the workforce quickly after leaving service. In federal hiring, the Veterans’ Preference system offers advantages, but the process can still be slow and discouraging.
Programs like the Transition Assistance Program (TAP), state-level tax incentives, apprenticeships, and SkillBridge internships aim to address these challenges. Success, however, depends on consistent outreach and ensuring employers understand the value veterans bring.
Looking Ahead: The Future of the Veteran Workforce
The next decade will see a veteran workforce that is more diverse, more tech-savvy, and more connected to emerging industries. Demand for cybersecurity, artificial intelligence, and advanced manufacturing will align with veterans’ training in mission-critical, high-tech environments.
However, ensuring this potential is realized will require:
- Expanding skill translation tools like Military Occupational Specialty (MOS) to civilian job translators.
- Increasing mental health and disability support where needed in the workplaces.
- Encouraging employer education programs on the unique strengths veterans bring to the workplace.
In the End …
The veteran workforce may make up just 5% of the labor force, but its impact is outsized. Veterans are trained to lead under pressure, solve complex problems, and adapt quickly – traits that strengthen both the economy and national resilience. Whether in a hospital, tech lab, factory floor, or public office, they continue to serve the nation in ways that extend far beyond the battlefield.
Investing in their success isn’t just a matter of gratitude – it’s a smart economic and strategic decision.
