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A Partner that Keeps Your Retirement Purposeful
Smart Planning for Your Post-career Phase
- One-on-One Consultation: We start with a personal meeting to explain your FERS Pension and benefits. We’ll walk you through the details and costs in easy-to-understand terms.
- Detailed Review: We go over all your options, even though we can’t choose for you. Our aim is to ensure you see all the possibilities.
- Clear Guidance: Our goal is to give you the knowledge and advice you need to make the best choices for your FERS Pension. We’re here to support you.
- Smart Recommendations: If it suits your goals, we might suggest moving some funds to other financial options. This can help improve your returns and better meet your needs.
Get the Green Light: Eligibility Check
Curious about when you can start receiving benefits? The FERS Pension provides a reliable monthly income based on your salary and years of service. Unlike the Thrift Savings Plan, FERS ensures a steady stream of income throughout your retirement.
- Immediate: Begins within 30 days of retirement. Eligible at 62 with 5 years, or 60 with 20 years of service.
- Early: Available during involuntary separations or major reorganizations. Requires 25 years of service, or 20 years if over 50.
- Deferred: For those with at least 5 years of service, benefits start at 62. Reduced by 5% per year before 62.
- Disability: For employees with 18 months of service who become disabled. The disability must last over a year and cannot be accommodated.
Begin Your Federal Retirement Journey Today
Let Federal Pension Advisors help you take the next step with clarity, confidence, and care.
Read Our Latest Blogs
January 8, 2026
Should You Delay Retirement During a Federal Hiring Surge to Avoid a Costly Retirement Decision?
Many federal employees approaching retirement are reassessing their federal retirement decision in response to current workforce and administrative conditions across the federal government.At present, multiple trends are occurring at the same time. Federal agencies continue to execute targeted hiring initiatives to address mission-critical staffing needs and replace institutional knowledge lost through retirements. At the same time, a large cohort of retirement-eligible employees—particularly those with long federal service is exiting the workforce. This combination has increased the overall volume of retirement applications being submitted through agency HR offices and processed by the Office of Personnel Management.
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January 6, 2026
RIFs vs Staffing Cuts: What Federal Employees Should Know About Retirement Impacts
Federal agencies are undergoing workforce restructuring through mechanisms such as reductions in force (RIFs), hiring freezes, reorganizations, and staffing reductions. These terms are frequently used interchangeably in public discussions and internal communications. They are not interchangeable and the distinction between them carries material consequences for federal employees’ retirement eligibility, benefit entitlements, and long-term financial security.
Read MoreJanuary 5, 2026
Who Qualifies for the 3.8% Federal Pay Raise in 2026? What Federal Law Enforcement Officers Need to Know
Federal pay raises are not routine administrative updates. They are formal compensation decisions driven by executive authority and federal statute, with direct consequences for workforce stability, retirement outcomes, and long-term financial security. For federal law enforcement officers, whose careers operate under special pay and retirement provisions, these decisions carry significantly greater weight.
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