Federal Hiring Freeze 2025 Update: What You Need to Know About the Federal Government Hiring Freeze

As of September 2025, a federal hiring freeze update is in effect and has been extended through October 15, 2025. This hiring freeze, originally initiated by President Donald Trump in January 2025, affects most executive branch civilian positions. Agencies must now operate under strict hiring restrictions, and even after the freeze ends, new federal hiring rules will remain in place.

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Key Details of the Federal Hiring Freeze

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• Effective Dates: The hiring freeze began on January 20, 2025, and has been extended twice. The most recent extension, announced in July 2025, sets the freeze end date at October 15, 2025.
  
  
• Scope and Objective: This freeze is part of the Trump administration’s broader effort to reduce the size of the federal workforce through hiring freezes, buyouts, and natural attrition.
  
  
• Implementation: During the freeze, vacant positions cannot be filled, and new positions cannot be created. Agencies, however, are allowed to reallocate existing staff to meet critical operational needs.
  
  
• Exemptions: Not all federal roles are impacted. Exemptions include:
  
  
  • Military personnel
    
    
  • National security, immigration enforcement, and public safety positions
    
    
  • Social Security, Medicare, and Veterans’ benefits roles
    
    
  • Additional exemptions granted by the Office of Personnel Management (OPM) director

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Post-Freeze Hiring Rules

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Even after the hiring freeze ends on October 15, federal agencies will continue to face restrictions:

• 4-to-1 Hiring Ratio: Agencies will be allowed to hire one new employee for every four employees who leave federal service.
  
  Merit Hiring Plan Compliance: All new hires must follow the Merit Hiring Plan, issued by OPM in May 2025, ensuring skill-based and merit-focused recruitment.

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Related Workforce Changes

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The federal hiring freeze is part of a broader series of workforce changes under the Trump administration:

• Return of Schedule F: The administration reinstated “Schedule F,” a policy that removes certain job protections for federal employees in policy-making or policy-influencing roles.
  
  
• Widespread Attrition: Voluntary programs such as “deferred resignation” and other incentives have reduced the federal workforce by approximately one-eighth by late September 2025.
  
  
• New Application Process: Agencies are required to simplify job titles and descriptions to attract more applicants. Resumes are now limited to two pages, ensuring only the most relevant experience is reviewed.

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The Office of Personnel Management (OPM) has officially ended the 150-year-old “rule of three” in federal hiring, introducing a more modern approach known as the “rule of many.” This change is part of broader efforts to reform federal hiring, improve candidate selection, and ensure merit-based recruitment across the federal workforce. With the governmentwide federal hiring freeze update and associated reforms, agencies are being asked to adopt this new system immediately while complying with ongoing guidance through 2025.

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What Is the Federal Hiring Freeze Update?

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The federal hiring freeze is a government policy that temporarily restricts the hiring of new employees across federal agencies. Historically, federal hiring freezes are implemented to reduce payroll costs, manage budget constraints, or streamline government operations.

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The latest federal hiring freeze update signals not a complete halt to all hiring but a more structured and skills-focused approach to federal recruitment. Agencies are expected to comply with new hiring parameters while also adhering to the Trump federal hiring reform policies, such as resume limitations and shared certificates.

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Introduction of the “Rule of Many”

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One of the most significant changes in the federal hiring process is OPM’s implementation of the “rule of many.” Under this rule, federal hiring managers must:

1. Score applicants based on relevant skills.
   
   
2. Rank candidates according to those scores.
   
   
3. Apply a cut-off number, score, or percentage to create a list of qualified finalists.
   
   

This is a departure from the older “rule of three” system, which limited agencies to selecting one candidate from the top three applicants. The rule of many allows for a broader pool of qualified candidates, enabling more flexibility and merit-based hiring.

“This change allows agencies to consider a broader pool of qualified candidates when making competitive and excepted service appointments, ensuring agencies hire based on practical skill and merit,” OPM stated in a memo on September 5.

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Historical Context: Rule of Three and Category Rating

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To understand the impact of the new federal hiring freeze 2025 update, it’s essential to review the previous systems:

• Rule of Three: For decades, agencies could only select a candidate from the top three qualified applicants. This method was largely phased out around 2010 but remained a reference point in federal hiring discussions.
  
  
• Category Rating: This system classified applicants into three broad categories qualified, highly qualified, and best qualified. Veterans’ preference was applied within these categories to determine final selections.
  

The rule of many replaces these limitations, giving agencies more flexibility while retaining the option to use category ranking if needed.

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Timeline for Implementation

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OPM announced that the final rule for the rule of many would take effect on November 7, 2025, with full compliance required by March 9, 2026. Agencies must immediately start implementing elements of the rule, especially as part of the ongoing federal hiring freeze update.

This transition is also aligned with the broader Trump federal hiring reform, which includes initiatives such as:

• Limiting resumes on USA Jobs to two pages.
  
  
• Requiring four essay questions on most federal job applications, treated more like a cover letter rather than a scoring metric.
  
  
• Strongly encouraging the use of shared certificates to streamline recruitment.

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Limiting Federal Resumes

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A major part of the Trump-era federal hiring reforms is limiting federal resumes to two pages. OPM guidance emphasizes that:

“Limiting the number of pages ensures that the most relevant experience is reviewed and considered, which is a common practice in both the public and private sectors.”

This aligns with the ongoing federal hiring freeze 2025 update by ensuring agencies focus on qualified candidates, reduce processing time, and avoid unnecessary hiring delays.

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Essay Questions and Candidate Evaluation

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Federal agencies are now required to ask four essay questions on most job announcements. However, candidates will not be disqualified for skipping them, and HR offices should treat these responses as supplementary rather than scoring criteria.

The questions are designed to give candidates an opportunity to:

• Explain their background.
  
  
• Highlight dedication to public service.
  
  
• Provide additional context beyond their resume.

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Shared Certificates

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Shared certificates are a recruitment tool strongly encouraged under Trump federal hiring reforms. They allow hiring managers to:

• Share lists of pre-qualified candidates within the same agency.
  
  
• Share certificates across multiple agencies hiring for similar positions.
  
  
• Reduce time-to-hire and administrative burden on HR teams.
  
  

OPM recommends using the agency talent portal on USA Jobs to create or view shared certificates. This is part of the broader effort to improve efficiency in the federal hiring process while respecting the ongoing federal hiring freeze policies.

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Skills-Based Hiring

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The rule of many and associated reforms place a strong emphasis on skills-based hiring. Rather than relying solely on educational credentials, agencies now evaluate candidates on practical skills and technical ability.

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For example, OPM is piloting skills-based recruitment for IT managers in the GS-2210 job series, which includes roles like software developers, AI specialists, and product managers. The pilot aims to:

• Ensure candidates are evaluated on actual skills.
  
  
• Streamline hiring for mission-critical technical positions.
  
  
• Serve as a model for other federal job series in the future.

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Transition Away from Self-Assessments

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Federal agencies are moving away from self-assessments, which previously allowed candidates to rate their own qualifications. OPM emphasizes that self-assessments can be inaccurate and may not reflect actual ability.

Under the 2024 Chance to Compete Act:

• Agencies must stop ranking candidates based on self-assessments by September 30, 2025.
  
  
• Exceptions exist for low-level GS-4 positions, seasonal jobs, and some Federal Wage System jobs.
  
  
• Agencies are encouraged to use technical assessments instead, with at least one required, and up to two recommended for best practice.
  
  

This change strengthens the merit-based selection process, reduces subjectivity, and aligns with the federal hiring freeze update.

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Key Takeaways: Federal Hiring Freeze 2025 Update

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1. Rule of Many: Expands candidate pools, allows merit-based ranking.
   
   
2. Resume Limits: Federal job applications now limited to two pages.
   
   
3. Essay Questions: Required but not scored; serve as supplementary information.
   
   
4. Shared Certificates: Encourages efficiency in hiring across agencies.
   
   
5. Skills-Based Hiring: Focus on practical, technical, and functional abilities.
   
   
6. End of Self-Assessments: Transition to objective technical evaluations.

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What This Means for Job Seekers

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For candidates looking to apply to federal positions during the ongoing federal hiring freeze, here’s what to keep in mind:

• Prepare concise, skills-focused resumes (2 pages maximum).
  
  
• Treat essay questions as a chance to showcase relevant experience.
  
  
• Focus on acquiring demonstrable skills aligned with job requirements.
  
  
• Understand that agencies may use shared certificates to fill positions more quickly.

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Thinking Ahead About Your Future?

While staying updated on hiring freezes, layoffs, and pay changes is vital, what matters most is what you do next especially when it comes to planning your retirement.

At Federal Pension Advisors, we specialize in working with federal employees like you helping you navigate complex systems like FERS, CSRS, TSP, and Social Security. We provide personalized guidance to:

• Maximize your pension benefits
  
  
• Optimize your tax strategy
  
  
• Decide when to claim benefits or retire
  
  
• And build a retirement income plan that gives you peace of mind
  
  

If you’re ready to take control of your financial future, schedule a free 30-minute consultation. There’s no obligation just clarity.

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Conclusion

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The federal hiring freeze update is not just about limiting new hires; it is about modernising the federal recruitment process. By implementing the rule of many, prioritising skills-based hiring, and moving away from subjective self-assessments, OPM aims to ensure that federal agencies attract the most qualified candidates.

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While the Trump federal hiring reforms provide structural changes, the ongoing federal hiring freeze 2025 update ensures that agencies can meet staffing needs efficiently and fairly, even under budget constraints.

For federal job seekers, understanding these updates is critical. By aligning applications with skills-based criteria and leveraging shared certificates, candidates can better navigate the evolving federal hiring landscape.

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FAQs

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Is there still a federal hiring freeze in 2025?

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Yes a federal civilian hiring freeze is in effect in 2025. The original freeze was issued on January 20, 2025, and has been extended multiple times. The most recent extension keeps the freeze through October 15, 2025. Certain exemptions apply (e.g. for military personnel, immigration enforcement, national security, public safety) and agencies may request further exceptions from OPM.

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How many federal employees have been let go in 2025?‍

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The number of federal employees laid off, offered voluntary buyouts, or otherwise removed has been substantial but varies by source. Some tracked figures:

• As of mid-2025, more than 58,500 confirmed cuts, 76,000 buyouts, and 149,000 planned reductions have been reported.
  
  
• By August, just under 200,000 federal workers had reportedly left their jobs through various separation programs
  
  
• Within the Department of Defense alone, ~5,400 probationary employees were slated for cuts early in 2025.
  
  
• Between September 2024 and March 31, 2025, the overall federal civilian workforce fell by ~23,700 positions.
  
  
• Additionally, about 154,000 employees are still being paid (on administrative leave) under a “deferred resignation” program
  
  Because the definitions of “let go” vary (layoffs, buyouts, resignations, terminations), the precise number depends on the metric.

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How long will the DoD hiring freeze last?

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The DoD (Department of Defense) civilian hiring is largely subject to the same federal hiring freeze timeline, meaning it should last through October 15, 2025, barring exceptions or further extensions. DoD has also enacted additional internal workforce reductions, especially targeting probationary employees. That said, exemptions for national security or essential roles may allow some hiring or filling under special authority.

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Are federal employees getting a pay raise in 2025?

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Yes, federal employees have a 2025 pay raise. Under an executive order, they receive an average 2.0% increase (consisting of ~1.7% across-the-board and ~0.3% locality pay adjustment). 

However, there is a caveat: for over 60,000 blue-collar federal employees under the Federal Wage System (FWS), their 2025 pay raises have been delayed or withheld because DoD dissolved its wage advisory committees, which normally approve region-based wage adjustments.

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Disclaimer:

‍This content is provided for informational and educational purposes only. It should not be interpreted as legal, tax, or personalised financial advice. The details regarding the federal hiring freeze, OPM guidance, and related workforce reforms are based on publicly available information as of September 2025 and may be subject to change. Federal employment policies, benefits, and retirement options are complex and vary depending on individual circumstances. Federal employees affected by hiring freezes, layoffs, or workforce reductions should consult their agency’s human resources office, review official OPM communications, and seek guidance from a qualified employment attorney or financial professional before making any career or retirement decisions.