President Trump signed an executive order mandating a return to the office for federal employees, impacting federal workers across the executive branch.
Inside Trump’s Order Ending Remote Work for Federal Employees
One of the President’s first acts upon returning to the White House was to sign an executive order directing leaders of federal agencies to take steps to terminate remote work for employees of the executive branch. Coupled with a resumed hiring freeze and the formation of DOGE, experts believe the goal is frustrate the federal workforce to the point where a significant portion decide to quit.
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What Employees Should Know About Remote Work in the Federal Government in 2025
Rough estimates suggest nearly half of all federal jobs, or about 46% of the federal workforce – 1.1 million employees – are eligible for telework at the moment, but 9.5% of all federal workers (around 228,000 individuals) are fully remote. Approximately 600,000 feds (25%) belong to a union, such as the American Federation of Government Employees (AFGE), and protected by collective bargaining agreements, many of which include provisions to allow employees some telework options, either fulltime or hybrid. The current nominee for the Federal Government’s Office of Budget and Management (OMB), Russel Vought, has voiced support for ending these agreements to the fullest extent that federal law allows.
| Percentage of Federal Workforce | Number of Employees (approx.) |
These Federal Jobs are Eligible for Telework | 46% | 1.1 million |
Feds Protected by Federal Employee Union | 25% | 600,000 |
Fully Remote (full-time in home office space) | 9.5% | 228,000 |
Key Components of Executive Order Seeking to End Telework
The order signed by President Donald Trump requires department and agency heads to review and revise their telework policies, ensuring they take all necessary steps to require employees to return to their duty stations on a full-time basis. The order emphasizes the importance of accountability and oversight, mandating that federal employees be physically present in-person at their respective duty stations for all work hours. Additionally, it calls for a reassessment of hybrid work models, limiting the extent to which remote work can be integrated into federal operations.
What Are the Implications for Federal Employees Returning to In-Person Work?
How Agencies May Manage the Transition Back to the Office
As agency leaders implement necessary steps to terminate remote work, the transition back to the office will most likely be managed through a phased approach, allowing federal employees to gradually adjust to in-person work. Federal agencies are expected to provide clear communication and support to facilitate this transition. This includes outlining new office protocols, addressing health and safety concerns, and offering resources to help employees adapt to the changes. That being said, the largest federal employee union will put up a fight, arguing that remote work has been so successful for retention and hiring.
Available Support for the Many Federal Employees who Telework
Support for employees who telework and are transitioning back to the office is a critical component of the executive order’s implementation. Federal agencies are encouraged to provide training and resources to help employees navigate the shift from remote work to in-person duties. This includes offering guidance on time management, commuting options, and work-life balance. Additionally, agencies may provide access to counseling services to address any stress or anxiety associated with the transition.
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How Does the Telework Enhancement Act Relate to the Executive Order?
What is the Telework Enhancement Act?
The Telework Enhancement Act, enacted in 2010, was designed to promote telework within the federal government. It aimed to improve work-life balance, reduce commuting costs, and enhance productivity by allowing eligible employees to work remotely. The act established guidelines for telework eligibility and required federal agencies to develop telework policies that support remote work arrangements.
Possible Exemption to White House’s Recent Order
The Telework Enhancement Act and the order for employees to return to work in-person present conflicting objectives. While the act encourages telework as a means to improve efficiency and employee satisfaction, the recent order from Trump seeks to curtail remote work in favor of in-person presence. This conflict necessitates a reevaluation of telework policies to align with the new order, potentially limiting the scope of the Telework Enhancement Act’s provisions.
Legal Implications of Attempt to Terminate Remote Work Arrangements and Require Employees to Work In-Person at their Respective Agency
The legal implications for federal employees stem from the need to reconcile the Telework Enhancement Act with the new order. Employees who previously relied on telework arrangements may face challenges in asserting their rights under the act. Federal agencies must navigate these legal complexities to ensure compliance with both the executive order and existing telework legislation, potentially leading to legal disputes or policy revisions. The Office of Personnel Management (OPM) may issue an updated guide to telework and remote work for jobs in the federal government.
Reach Out to Us!
If you have additional federal benefit questions, contact our team of CERTIFIED FINANCIAL PLANNER™ (CFP®) and Chartered Federal Employee Benefits Consultants (ChFEBC℠). At PlanWell, we are federal employee financial advisors with a focus on retirement planning. Learn more about our process designed for the career fed.
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