New Orders for Federal Agencies to End Remote Work for Employees

President Donald Trump has issued a new directive urging federal departments and agencies to end remote work arrangements and require employees to return to their designated offices full-time. The move aligns with his administration’s broader efforts to reshape the federal workforce.

The memorandum instructs agency leaders to terminate remote work policies “as soon as practicable,” while allowing exemptions for specific situations, such as disabilities or other qualifying conditions approved by supervisors. However, the details leave room for interpretation—particularly regarding whether the mandate applies only to the roughly 10% of federal employees who work fully remotely or also includes those with hybrid schedules that mix telework and on-site work.

A Complex Transition
While the memorandum sets a clear goal of bringing employees back to their offices, workplace experts point out that the transition may face practical and financial hurdles. Mika Cross, a government workplace strategist, explained that fully remote employees often use their home offices as their official duty stations, meaning they do not currently have physical office spaces to return to. For such employees, agencies would need to identify or establish nearby offices—or potentially require relocation—steps that could increase costs significantly.

Other potential complications include:

• Commuting Costs: Employees commuting to newly assigned offices may qualify for transit subsidies or even temporary duty pay if the commute exceeds 50 miles, according to Office of Personnel Management (OPM) guidance.

• Relocation Expenses: If workers are required to relocate to high-cost areas such as Washington, D.C., their locality pay would need to be adjusted, creating a financial burden for agencies.

• Hiring Challenges: Mandating a full-time return to offices could prompt some employees, especially those in highly skilled roles, to resign. Replacing experienced workers would require time and resources.

Potential Legal Battles
The implementation of Trump’s directive must align with existing laws, including union agreements. Federal employee unions, such as the American Federation of Government Employees (AFGE), emphasize that hybrid work arrangements outlined in negotiated contracts must be honored. Any unilateral changes could spark legal disputes.

Trump has previously signaled a willingness to challenge such agreements in court. During a press conference, he criticized a deal allowing telework for Social Security Administration employees through 2029, threatening to dismiss non-compliant workers and legally challenge the arrangement.

Balancing Productivity and Flexibility
The return-to-office mandate also raises questions about employee engagement and productivity. Many studies suggest that offering flexible work options helps attract and retain talent while preserving institutional knowledge—key concerns for federal agencies competing with the private sector for skilled employees.

For instance, a 2021 OPM report highlighted telework as a critical tool for recruiting talent in hard-to-fill roles, including information technology. With many federal IT positions occupied by retirement-eligible workers over 50, the government faces challenges in attracting younger talent to fill these roles.

Additionally, research from workplace analysts like Gallup indicates that most employees in remote-capable jobs prefer some level of remote work. Gallup found that six in 10 fully remote workers would consider leaving their jobs if remote flexibility were removed.

Productivity studies further complicate the narrative. Research from Stanford University and others suggests that hybrid work arrangements can improve job satisfaction and reduce turnover without negatively affecting performance.

Looking Ahead
While the directive marks a significant shift in federal workforce policy, agencies must also comply with the Telework Enhancement Act of 2010, which requires them to maintain telework options during emergencies, such as natural disasters.

As federal agencies navigate the logistical, financial, and legal challenges of implementing the mandate, the broader impact on employee retention, engagement, and productivity remains uncertain.