Federal Employees RIF: Trump Administration’s Proposed Changes to Civil Service Rules

A preview of new rules from the Trump administration shows major shifts in how federal employees may face removal, discipline, and reductions in force (RIF). On Thursday, the Office of Personnel Management (OPM) disclosed its regulatory plans, confirming that in September it will publish a notice of proposed rulemaking (NPRM) to amend current RIF regulations.

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The proposal would prioritize employee performance over length of service in a RIF determination while also seeking to “streamline the RIF process.” If implemented, this would represent a fundamental change to how agencies decide which federal employees are retained during workforce reductions.

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Understanding the Rulemaking Process

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When agencies publish an NPRM, it opens the door for public comment. Members of the public can submit feedback on the proposal through Regulations.gov. Federal officials must then consider these comments before issuing a final rule.

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This process is critical because the Trump administration has relied on RIFs as part of its broader effort to shrink the federal workforce. Interestingly, Trump pursued a similar RIF proposal during his first term, but President Joe Biden reversed those rules shortly after entering office in 2021.

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Expanding Employee Accountability Rules

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OPM also announced it will issue another major NPRM in October, this one focused on employee accountability. According to the official entry, the proposed rule would:

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• Reduce the requirements agencies face in allowing employees time to demonstrate acceptable performance.
• Eliminate the obligation that agencies use progressive discipline before adverse actions.
• Limit outside interference with appropriate penalty determinations.
• Ban agencies from agreeing to remove performance-based or adverse actions from an employee’s official personnel records as part of settlements.

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Federal employee unions have expressed alarm. Everett Kelley, National President of the American Federation of Government Employees (AFGE), described the changes as “very significant.” He argued that ending progressive discipline requirements would severely weaken employee rights, making it easier to terminate workers without giving them opportunities to improve.

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Kelley stated that such reforms would “complete the process of corruption and politicization of the civil service under the banner of so-called ‘accountability.’” Meanwhile, the National Treasury Employees Union declined to comment.

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The Unified Regulatory Agenda

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All of this information comes from the Unified Regulatory Agenda, a semiannual government release that details regulations under development. The Trump administration missed its spring deadline for this agenda, making this its first agenda of the second term.

Other agencies included in the current agenda are taking significant steps as well:

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• Federal Labor Relations Authority (FLRA): Plans to simplify procedures for representation cases and unfair labor practices, while also closing offices not required by statute. For example, the FLRA confirmed in its FY2026 budget justification that it eliminated the Collaboration and Alternative Dispute Resolution Office (CADRO). This small two-person office was first eliminated under Trump, reinstated by Biden, and is once again being shut down. CADRO historically helped resolve federal labor-management disputes outside of costly litigation.
• General Services Administration (GSA): Will release final rules this fall to “streamline and update” regulations tied to property management and federal travel, aligning with administration priorities.
• OPM RIF Appeals: Alongside changes to reduction-in-force regulations, OPM in September will also propose rules to streamline the RIF appeals process, making it easier for agencies to implement workforce reductions without extended employee challenges.

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Expert Reactions to the Agenda

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Regulatory scholars have noted that Trump’s first unified agenda of his second term is unusually active. However, much of the activity relates to rolling back existing regulations rather than creating entirely new ones.

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Wayne Crews of the Competitive Enterprise Institute explained, “Paradoxically, a lot of these are ‘unrules’ as the administration works through repeals across various agencies.” Sarah Hay of George Washington University’s Regulatory Studies Center agreed, pointing out that many first-time agenda entries are deregulatory actions aligned with Trump’s priorities.

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Expediency is also a theme. Trump has been pursuing ways to speed up the deregulation process, including efforts to weaken public input requirements.

Protect your federal team during workforce changes with expert insight from Federal Pension Advisors. We help clarify how new RIF regulations and performance-based priorities affect your retirement strategies. Whether you're facing removal, discipline, or downsizing, our consultants guide you with confidence. Schedule a free consultation today and stay ahead of regulatory shifts.

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Criticism from Advocacy Groups

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Progressive watchdogs condemned the unified agenda as overly favorable to corporate interests. Public Citizen, a consumer advocacy nonprofit, warned the agenda would roll back protections across multiple areas, including:

• Shrinking eligibility for student loan forgiveness.
• Weakening energy efficiency standards for appliances.
• Scaling back greenhouse gas and vehicle emissions regulations.
• Repealing certain workers’ rights to safe and fair workplaces.

Elizabeth Skerry of Public Citizen described the agenda as “the worst corporate favoritism since the Gilded Age.”

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What This Means for Federal Employees

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If implemented, these proposals would mark a historic shift in federal workforce management. For employees, the ability to rely on seniority in a RIF may no longer guarantee security. The new rules put greater emphasis on performance evaluations, and the erosion of progressive discipline may shorten the pathway between disciplinary issues and termination.

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For unions and workforce advocates, the concern is that these reforms could politicize federal employment, reduce fairness, and undermine morale. For the administration, they are a pathway to faster deregulation, reduced workforce size, and stricter accountability standards.

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FAQ's

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What is a RIF for federal workers?

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A Reduction in Force (RIF) is the federal government’s formal process of downsizing its workforce by eliminating positions due to reasons such as reorganization, lack of funds, decreased workload, or changes in agency missions. Unlike private sector layoffs, federal RIFs follow strict regulations governed by the Office of Personnel Management (OPM). Decisions on who is separated consider factors such as tenure, veterans’ preference, length of service, and performance. Employees may have “bump” or “retreat” rights meaning they can displace or move back to lower-level positions based on qualifications and seniority.

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Do federal employees get severance if there is a RIF?

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Yes, federal employees separated by RIF are generally eligible for severance pay if they have completed at least 12 months of continuous federal service. Severance is typically calculated based on length of service and is intended to provide financial support during a transition period. Additionally, affected employees may have eligibility for other benefits, such as continuation of health insurance and retirement plan options.

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Is the DoD going to do a RIF?

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As of 2025, public reporting and official guidance indicate that the Department of Defense (DoD) is undergoing workforce restructuring and may implement RIFs within certain competitive areas due to budget constraints and mission changes, though no large-scale DoD-wide RIF announcement has been made. Agencies including DoD often reassess staffing annually, and RIF actions can vary by component. Employees affected by potential DoD RIFs are generally provided notice and options consistent with OPM regulations.

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How many federal employees are being laid off by Trump?

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The Trump administration has pursued federal workforce reductions through layoffs and RIFs as part of a deregulatory and downsizing agenda. Estimates of federal workforce reductions vary by agency and fiscal year, but hundreds to thousands of federal positions have been eliminated or are projected for elimination under Trump policies by 2025. Detailed numbers change regularly and are reported agency by agency. The Office of Personnel Management and Government Accountability Office releases on federal employment trends provide the most accurate data.

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