OPM Telework Policies for Federal Employees and Recent Remote Work Initiative at HHS Agencies 

This article will explore:

• Recent changes to reasonable accommodation request process at HHS
• Telework policies and remote work arrangements for federal employees under the Trump Administration
• Possible exceptions to the return to office (RTO) mandate signed in January 2025
• Resources and tips for feds to help plan for a RIF or another unexpected early exit from their federal job

New HHS Telework Agreement as Reasonable Accommodation 

A new policy impacting federal agencies at the Department of Health and Human Services (HHS) made changes to the approval process for reasonable accommodations related to remote work. Under the new rules, HHS agency employees requesting reasonable accommodation for a health issue will have to take receive final approval by an official at the assistant secretary level. This adds an extra layer to the process. Unlike the prior procedure. an employee’s supervisor no longer has the final say on whether an employee can telework as an accommodation. When it comes to teleworking, agencies can make a reasonable accommodation if otherwise "undue hardship" is caused. A doctor's note or other medical form is typically needed before such a request can be granted, regardless of the agency. 

Implications for Employees with Disabilities

This change could have considerable implications for employees with disabilities who rely on remote work as a reasonable accommodation. The more complex approval process might result in delays and greater scrutiny of such requests. The move is a part of a greater effort from the current President to end telework opportunities for federal personnel. Attempting to reduce the over federal workforce, along with the past year's RIFs, the elimination of remote work for feds makes it difficult to hire new talent for all positions across agencies. 

Leaving federal service? Estimate your FERS annuity amount with our Federal Retirement Benefit Calculator. 

September Memo Changed Approval Process at HHS Agencies

The previous approval process left the final decision up to a direct supervisor for reasonable accommodation, including remote work. This streamlined approach offered a quicker turnaround and greater flexibility for employees and supervisors to negotiate telework agreements. The new rule at HHS agencies such as the FDA and NIH, by contrast, centralizes the approval authority, potentially slowing down the process and reducing local autonomy within federal agencies.

Remote Work Policies Under Trump Administration

In the first few days after the second Trump presidency began in January, he signed an executive order imposing a return to office mandate for federal employees. This was then followed by the first deferred resignation offer and series of RIFs throughout the year. This ended remote work agreements, including fully remote work positions that were created at the onset of the COVID-19 pandemic. During the recent government shutdown, even more RIFs were implemented, cutting the federal workforce even more, resulting in a large spike in the OPM backlog of retirement applications. 

Overview of the 2025 Return to Office Mandate

The 2025 Return to Office (RTO) mandate enacted through an executive order significantly altered telework policies across federal agencies. This initiative aimed to increase in-person work, shifting many federal employees from remote work arrangements back to a physical worksite. The goal of returning federal workers to on-site work was to promote accountability and increase productivity. Proponents of remote work, including the American Federation of Government Employees (AFGE) argue that with more hours needed to commute, there are less work hours in a week for employment availability. 

Agency Responses to Implement the RTO Mandate

Federal agencies were required to comply with the RTO mandate by late spring of 2025. In-office work has increased across agencies and existing telework agreements were terminated. Some agencies were more lenient than others when it came to allowing an exemption to the RTO mandate but the recent change at the department of Health and Human Services signals the White House is aiming to crack down on enforcing the executive order.

Future Expectations for Federal Employees and Remote Work Arrangements

Looking ahead, federal employees can expect a period of adjustment and potential uncertainty regarding telework and remote work.Understanding the evolving telework policies and staying informed about agency-specific guidance is crucial. Whether other agencies of the executive branch will follow the HHS' lead is at the moment unclear, but certainly a possibility. The implementation of telework policies often varies across agencies, influenced by their specific missions and leadership priorities. Some agencies may maintain more flexible telework arrangements, while others may move towards stricter in-person work requirements.

Federal employees with disabilities are more likely qualify for continued remote work if it enables them to perform their duties effectively. Agencies must adhere to federal laws and regulations regarding reasonable accommodation, ensuring employees with disabilities have equal opportunities in the federal workplace. If the health condition in question is not disabling but causes the employee "hardship," then it might be subject to more scrutiny in the next few years. Learn more about Disability retirement under FERS. 

Preparing for Uncertainty: Strategies for Federal Employees

Here's how federal employees can proactively prepare for potential changes in telework policies:

• Staying informed about agency-specific guidance.
• Documenting any medical conditions that may warrant reasonable accommodation.

Government employees should also understand their rights under federal law and seek advice from their union representatives or legal counsel if they believe their rights are being violated, especially if there are collective bargaining agreements in place or there is possible discrimination. 

Importance of Retirement Planning

Given the uncertainty surrounding future telework policies and more workforce reductions, federal employees should prioritize retirement planning to financiallyprepare for a Reduction in Force (RIF). Understanding their retirement benefits, including the Federal Employees Retirement System (FERS) and Thrift Savings Plan (TSP), is crucial for ensuring financial security in the event of unexpected job loss or early retirement. Planning helps avoid difficulty later. 

Register now for an online Federal Retirement Workshop. 

Utilizing Federal Retirement Resources

Federal employees have access to a range of resources that can significantly improve their retirement planning. These resources can include:

• Attending federal retirement webinars, which provide valuable insights into the retirement process and available benefits.
• Usingonline calculators for federal retirement to estimate retirement income, allowing employees to project their financial future.

Taking advantage of these resources can empower employees to make informed decisions about their future and mitigate the financial impact of potential job changes.