On-call (retained) firefighters (often working day jobs in communities like Totton, Redbridge and Hythe) carry unique pressures: unpredictable callouts, dual employment, high-stakes incidents and community expectation. A tailored HR and wellbeing framework keeps people safe, competent and committed.
Duty Systems & Employer Agreements
- Availability windows: agree predictable cover blocks that fit local risk and station needs.
- Primary employer MOUs: set expectations for release during incidents; confirm pay continuity or allowances.
- Fatigue management: after protracted incidents, ensure rest periods before returning to primary work.
Training & Competence
- Modular, predictable training nights plus quarterly skills drills (BA, RTC, water safety).
- Competence logs shared with line managers (where appropriate) to recognise transferable skills; leadership, risk assessment, trauma-informed communication.
Psychological Safety & Debrief
- TRiM-style (trauma risk) assessments after critical incidents; confidential self-referral into counselling.
- Peer support networks and family briefings so households understand on-call realities.
- No-blame debriefs focusing on learning, not fault.
Pay, Benefits & Recognition
- Clear retainers and callout rates, expenses and training allowances paid promptly.
- Flexible benefits (physio, mental health apps) and fitness support tied to role demands.
- Community recognition schemes with local employers, celebrate releases and supportive policies.
Inclusion & Retention
- Broaden the pool: school-hour, evening-only, and weekend availability models.
- Returners pathway for former staff; fitness-to-role support plans.
- Family-friendly rostering during exam periods, newborn stages or caring duties.
How HR Support Services Helps
We work with Hampshire on-call stations and local employers to build duty agreements, wellbeing ladders, competence frameworks and post-incident support; so firefighters can serve safely while employers retain reliable staff.
