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Trump Orders Federal Workers Back to the Office

President Trump has signed an executive order requiring federal employees to return to in-person work at their duty stations on a full-time basis. The order directs all department and agency heads to terminate remote work arrangements as soon as practicable, though it allows for necessary exemptions at the discretion of agency leadership.

According to the U.S. Office of Personnel Management:

  • 54% of the 2.3 million federal civilian employees already work entirely in-person
  • Approximately 228,000 employees (10%) work fully remotely
  • Telework-eligible employees currently spend over 60% of their work hours in-person

The return-to-office mandate is being paired with several other significant changes:

  • A federal hiring freeze (with exceptions for military and immigration enforcement)
  • Creation of the Department of Government Efficiency (DOGE)
  • Plans to reduce the federal workforce through “efficiency improvements and attrition” 

Challenges Facing the Mandate 

Implementation of the return to in-person work mandate may encounter several setbacks. Labor unions have raised several concerns about the mandate. The American Federation of Government Employees (AFGE) argues that hybrid work arrangements are crucial for recruiting and retaining talent. Further, there may be insufficient office space to accommodate all workers due to previous consolidation of facilities.

Many federal agencies also have existing collective bargaining agreements that include telework provisions. The Environmental Protection Agency and Social Security Administration recently agreed to long-term telework arrangements.

The Trump administration and its officials have argued that the return-to-office mandate will improve government efficiency. The administration maintains that the current remote work arrangements are contributing to service backlogs and delays. Though the policy change may lead to voluntary terminations, DOGE chair Elon Musk has publicly welcomed the possibility.

A particularly concerning aspect of this mandate involves federal employees with disabilities who have relied on remote work arrangements as reasonable accommodations. While the executive order allows for “necessary exemptions at the discretion of agency leadership,” this broad mandate raises important questions about compliance with the Americans with Disabilities Act. Federal employees who developed effective remote work arrangements as accommodations for their disabilities may face significant challenges when their agencies implement this blanket return-to-office policy.

The Future for Federal Employees 

As federal agencies begin implementing this directive, the broader implications for government service delivery, workforce morale, and operational effectiveness remain to be seen. The administration’s parallel initiatives, including the creation of DOGE and plans for workforce reduction, suggest this mandate is part of a larger strategy to fundamentally reshape the federal workforce.

Our law office is committed to helping both employees and employers understand and navigate their obligations under the new federal return-to-office mandate. The Law Office of Bhavleen Sabharwal, P.C. is prepared to assist employees in understanding their rights and responsibilities during this workplace transition, including matters related to collective bargaining agreements, exemptions due to disability, and implementation timelines.

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Tags: #BackToOffice,#DisabilityAccommodations,#FederalWorkforce,#FedGov,#WorkplaceCompliance