You found the right candidate. A transitioning service member with the exact background you need. Then they mention they are on terminal leave. They have not separated yet. There is no DD-214. And they ask if they can start next week.

Now you are not sure what is allowed. Can they work for you before they leave the military? Can they draw military pay and your paycheck at the same time? Do you have to wait for the DD-214 to run a background check or complete an I-9?

Here is the short version. In most private-sector cases, yes. A service member on terminal leave can start a civilian job before their separation date. They can hold both incomes at once. You do not have to wait for the DD-214 to onboard them. This guide covers the rules, the one big exception, and how to set a clean start date.

What is terminal leave?

Terminal leave is the paid leave a service member takes right before they separate or retire. They use up the vacation days they earned during their service. They take those days at the end instead of selling them back.

Here is the key point for you. A person on terminal leave has not left the military yet. They are still on active duty. They still draw military pay and benefits. Their separation date is set, but it has not arrived.

Leave keeps building right up to the separation date. So a member might have 30 or 60 days of terminal leave. During that window, they are free to be at home, travel, or start looking at their next job. The military calls this using leave "in lieu of" selling it. The policy sits in the Department of Defense leave rules, DoD Instruction 1327.06.

Terminal leave is not the same as permissive TDY. Permissive TDY is a separate short absence for job hunting and house hunting. If your candidate mentions that instead, read our note on permissive TDY and hiring. The two leave types get mixed up a lot.

Can a veteran start work during terminal leave?

For a private-sector job, yes. There is no federal law that stops a service member on terminal leave from starting a civilian job. They can begin work while they are still technically in the military.

They can also earn both paychecks at the same time. The military keeps paying them through the end of their leave. You pay them for the work they do for you. This is legal and normal. Your candidate is not doing anything shady by asking to start early.

Why does this matter to you? Because it lets you lock in talent early. A strong candidate on terminal leave can be at their desk weeks before the paperwork clears. You get a head start on training. They get income continuity. Both sides win.

Picture an Army logistics sergeant with 45 days of terminal leave. Their separation date is set for late next month. You can bring them on now. They train for six weeks while the military still pays them. By the time their DD-214 arrives, they already know your systems. That is a real edge for a midsize team.

This is a big reason to source candidates before their separation date. The best transitioning talent gets picked up while they are still in. If you want the mechanics of that, see our guide on how to source veterans before their separation date.

What about the "double dipping" worry?

Some candidates get nervous about drawing two paychecks. They have heard they cannot get "two government checks" at once. That worry comes from federal dual-compensation rules. Those rules do apply to federal civilian jobs. They do not apply to your private company.

For a private employer, there is nothing to worry about. Military pay comes from the government. Your pay comes from you. They are two different sources. The candidate can hold both.

Even the federal side has a special rule for this exact case. A federal statute, 5 U.S.C. 5534a, lets a member on terminal leave take a federal civilian job and draw both military and civilian pay for the rest of that leave. So even a federal agency can hire someone during terminal leave without a pay conflict.

The main difference is process. Federal onboarding runs slower and case by case. A private employer has far fewer hoops. If you are a private or midsize company, the "double dip" question is a non-issue. Set the start date and move on.

How does onboarding work before the DD-214?

The DD-214 is the discharge document. A veteran only gets it after they separate. So during terminal leave, it does not exist yet. Many employers panic here. They think they cannot start onboarding without it. That is not true.

The DD-214 is mainly used to verify service and confirm an honorable discharge. It is not part of your standard new-hire paperwork. You do not need it to put someone on payroll. Here is how the common onboarding steps actually work.

Form I-9 and work eligibility

The I-9 is tied to the first day of civilian work, not the DD-214. A U.S. citizen candidate proves work eligibility the normal way. They use a passport, or a driver's license plus a Social Security card. The DD-214 is not even an I-9 document. So I-9 timing depends only on when they start with you.

Background checks

You can run a pre-employment background check any time. You do not have to wait for the DD-214. If part of your check is military service verification, you can confirm that later, once the DD-214 is issued. Or ask the candidate for a service letter or orders in the meantime.

Security clearance transfer

If the role needs a clearance, timing actually helps you here. A person on terminal leave usually still holds an active clearance. That makes a crossover or transfer smoother while they are still in. If clearances are part of your hiring, see our guide on how to find cleared veteran talent for defense roles.

How do you set a clean start date?

You have two clean options. Start the veteran during terminal leave, or start them after separation. Both work. Pick the one that fits your training schedule and their situation.

Starting during terminal leave gets them productive sooner. They train while they still have military income. That takes the money pressure off during the switch. It also builds loyalty. You showed up for them early.

Starting after separation is simpler on paper. The DD-214 is in hand. There is no overlap to explain. Some candidates prefer a clean break and a short rest before they begin. Ask what they want. A quick conversation avoids a bad assumption.

One planning note. Terminal leave is granted by the command, not guaranteed. Dates can shift. Build a little flex into your start date so a small change does not blow up your plan. For the full timing picture, see our guide on when a veteran candidate is available to start.

What terminal leave does not change for you

A few things stay the same, and you should know them going in. They are simple, but they trip up employers who assume terminal leave means the person is already a full civilian.

First, the person is still on active duty until the separation date. The military still has a claim on their time. In rare cases, they could be recalled before their leave ends. It is uncommon, but it is why the separation date matters.

Second, the candidate carries some rules of their own during leave. Active-duty members follow ethics and outside-employment rules. That is their responsibility, not yours. Senior officers heading to a defense contractor have extra limits on what they can do before they separate. If your role is defense-related, let the candidate clear it on their end.

Third, veteran protections apply once they are your employee. Reemployment and anti-discrimination rules under USERRA protect service members and veterans. Treat the hire like any other and you are on solid ground.

How do you make the offer land?

Terminal leave candidates are often deciding between offers. A clean, confident process wins them. If you fumble the start-date question, they wonder what else you do not know about hiring veterans.

Be direct. Tell them you are happy to start them during terminal leave. Tell them the DD-214 can come later. That one sentence signals you have done this before. It lowers their stress right away.

Set expectations early so the first 90 days go smooth. A short onboarding plan helps a lot here. Our 90-day onboarding plan for veteran employees lays out a simple version. Pair it with a clear job preview so there are no surprises. See how to run a realistic job preview for veteran hires.

One more thing veterans value. Be clear on benefits. Many are leaving full military coverage and worry about the gap. A plain explanation goes far. Read how to explain civilian benefits to a veteran candidate. You can also point your candidate to our veteran-side guide on the terminal leave job search.

Where to find veterans on terminal leave

The catch with terminal leave hiring is timing. You have to reach these candidates while they are still in. Most job boards surface people who already separated and started looking. By then, the best ones are gone.

Best Military Resume is built for this window. Over 1,000 new veteran profiles are added every month, many of them still on active duty and planning their exit. Our pool comes from more than 60,000 resumes built by service members and veterans.

You can search for the exact background you need and reach candidates before their separation date. That is how you get someone at their desk during terminal leave instead of months after.

Ready to hire transitioning talent before they hit the open market? Access BMR's veteran talent pool and reach candidates during terminal leave. Want a hands-on partnership? Partner with us to build a steady veteran hiring pipeline.