Federal Reduction In Force - The Trump Administration Lays The Groundwork For Mass Dederal Worker Layoffs In a New Memo.

In the Federal Government, layoffs are called reduction in force (RIF) actions and it so for federal employees, so it can also be called federal reduction in force. When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position.

‍

The Trump administration has initiated a comprehensive plan to reduce the federal workforce, directing agencies to submit Reduction in Force (RIF) and reorganization plans by 13 March 2025. This initiative aims to eliminate non-essential functions, consolidate operations, and enhance efficiency across various departments. Below is an overview of the current RIF plans and actions across several federal agencies:

‍

Department of Veterans Affairs (VA):

‍

The VA plans to commence mass layoffs in June 2025, targeting a reduction of over 80,000 employees to revert to fiscal year 2019 staffing levels. This decision has raised concerns among veterans' groups and lawmakers about potential impacts on services for approximately 15.8 million veterans.

Department of Health and Human Services (HHS):

‍

HHS has offered a $25,000 buyout to the majority of its 80,000 employees as part of budget reduction efforts. This offer extends to staff in agencies such as the Centers for Disease Control and Prevention (CDC), National Institutes of Health (NIH), and Food and Drug Administration (FDA). Employees have until Friday to accept the voluntary separation package.

Department of Homeland Security (DHS):

‍

DHS has announced the termination of collective bargaining for Transportation Security Officers (TSOs) at the Transportation Security Administration (TSA). This measure aims to reassign TSOs engaged in full-time union activities back to screening duties, thereby improving operational efficiency and reducing airport security wait times.

Department of Defense (DoD):

‍

The DoD is preparing to implement RIFs affecting 5% to 8% of its civilian workforce, potentially impacting up to 61,000 employees. This includes the termination of approximately 5,400 probationary employees as part of the workforce reduction.

Environmental Protection Agency (EPA):

‍

The EPA anticipates significant staff reductions, with President Trump indicating that nearly 65% of the workforce, or approximately 11,000 employees, may be laid off. However, official confirmation of these numbers is pending.

General Services Administration (GSA):

‍

GSA has initiated RIFs within its Office of Human Resources Management and Office of Customer Experience, with substantial cuts expected in the Public Buildings Service and other divisions. The agency has also dissolved the 18F digital services unit, resulting in widespread layoffs.

National Institutes of Health (NIH):

‍

NIH has been directed to reduce staffing to fiscal year 2019 levels, necessitating a reduction of approximately 3,400 employees.

Department of Housing and Urban Development (HUD):

‍

HUD has issued RIF notices to all employees in the Office of Field Policy and Management at the General Schedule-13 level and below, with terminations effective from 18 May. Further layoffs are anticipated in the coming weeks.

Office of Personnel Management (OPM):

‍

OPM, leading the workforce reduction initiative, has sent RIF notices to employees in its Office of Procurement Operations and communications staff, affecting dozens of personnel.

Social Security Administration (SSA):

‍

SSA has closed its Office of Transformation and Office of Civil Rights, placing employees on administrative leave pending further action. Acting Administrator Leland Dudek plans to lay off approximately 7,000 employees in total.

U.S. Agency for International Development (USAID):

‍

The administration is in the process of significantly downsizing USAID, with RIF notices issued to nearly all of its 2,000 U.S.-based employees. Overseas staff are currently on administrative leave and are expected to receive RIF notices in the near future.

These measures are part of a broader strategy to streamline government operations, reduce expenditures, and enhance efficiency within federal agencies.

For more info, Government Shutdown 2025.

‍

Confirmed Layoffs or Plans by Agency:

Defense Department: - Plans to cut 5–8% of its civilian workforce (up to 61,000 jobs), including 5,400 probationary employees.

Environmental Protection Agency (EPA): - President Trump claimed 65% of EPA staff (nearly 11,000 workers) would be laid off, but the agency has not confirmed this. An EPA spokesperson stated they are working to “find efficiencies” and adjust personnel structures.

General Services Administration (GSA): - Layoff notices have been sent to employees in human resources and customer experience offices. Major cuts are expected in the Public Building Service.

Housing and Urban Development (HUD): - All employees in the Office of Field Policy and Management at lower pay grades (GS-13 and below) received termination notices, effective May 18. More layoffs are expected soon.

‍

Office of Personnel Management (OPM): - Layoffs have begun in its procurement and communications offices, affecting dozens of employees.

Social Security Administration (SSA): - Closed two offices (Transformation and Civil Rights), placing staff on administrative leave. Plans to cut 7,000 employees total, according to internal sources.

U.S. Agency for International Development (USAID): - Nearly all 2,000 U.S.-based employees have received layoff notices. Overseas staff are on administrative leave and will likely be notified soon. The agency is being largely shut down.

When Was The Last Federal Reduction in Force

‍

The last large-scale federal Reduction in Force (RIF) occurred during the Trump administration (2017–2021), particularly around 2017–2018, when agencies like the EPA, State Department, and others implemented workforce cuts. However, smaller, agency-specific RIFs have occurred sporadically since then, depending on budgetary or organizational changes.

‍

Also read - FERS Best Dates To Retire 2025

‍

Options for Affected Employees:

‍

• Voluntary Early Retirement: Agencies may offer early retirement to eligible employees.
• Voluntary Separation Incentive Payments (VSIP): Also known as "federal buyouts," these are cash incentives for employees to voluntarily leave.
• Reassignment or Transfer: Employees may be offered other positions within the agency or federal government.  

‍

Alos read - voluntary early retirement

‍

Resources for Affected Employees

‍

• OPM RIF Guidance: OPM Workforce Restructuring
• 5 CFR Part 351: eCFR RIF Regulations
• Employee Assistance Programs (EAP): Counseling and support services for affected employees.
• Career Transition Assistance: Programs like ICTAP and RPL help employees find new federal jobs.

‍

What Are Your Options?

‍

• Voluntary Early Retirement: If you’re eligible, you might be offered early retirement.
• Buyouts (VSIP): Some agencies offer cash incentives for employees to leave voluntarily.
• Reassignment: You could be offered another position within the agency or federal government.
• Severance Pay: If you’re separated, you may receive severance pay based on your years of service.

What Happens After a federal reduction in force?

‍

If you’re affected, don’t panic. There are resources to help you:

• Career Transition Assistance: Programs like ICTAP and RPL can help you find another federal job.
• Unemployment Benefits: You may be eligible for state unemployment insurance.
• Health Insurance: You can continue your FEHB coverage for up to 18 months under COBRA.

Your Rights During a federal reduction in force

‍

Federal employees have strong protections during a RIF. If you believe the process wasn’t handled fairly, you can:

• Appeal to the Merit Systems Protection Board (MSPB).
• File a grievance if you’re part of a union.

Final Thoughts

‍

A RIF can be challenging, but understanding the process and your rights can make it easier to navigate. If you’re facing a RIF, reach out to your HR office, union representative, or a legal advisor to explore your options.

‍