Government remote work policy

Updated 2/4/25

Government agencies have a much higher burden of making sure that tax-funded employees are productive at home, keeping data secure on secured tech, and working in the best interest of the public.

A remote work policy for a government agency is only as strong as it is enforced. IT and security departments will ensure that the laptop employees take home, is logged, tracked, secure, and labeled. Productivity is ensured through task-management software like Tasker and internal time tracking tools.

The government is sending all telework employees back to the office full time

On January 20, 2025, President Trump issued an executive order mandating federal workers to return to their offices full time. The order requires heads of all executive branch departments and agencies to terminate remote work arrangements and bring employees back to their duty stations as soon as possible.

The U.S. Office of Personnel Management (OPM) issued guidance giving agencies 30 days to comply. This mandate affects a significant portion of the 2.3 million federal employees, with exceptions allowed for necessary cases.

The Department of Defense set a deadline of February 7 for full-time office return, while the Department of Veterans Affairs set February 24 for non-bargaining staff. This is a policy aimed at government efficiency, but critics point out the obvious that commuting is not efficient.

Data on remote work statistics shows that there are ways to get more productivity from WFH employees while also saving on operating costs, long term recruitment, and employee happiness.

Is the government hoping for a lot of resignations?

What was the previous policy?

• Fact sheet on Telework and Remote work - now broken

• Read the full Telework and Remote work guide for the US government - also now broken

Luckily, of course I downloaded the files. Open the images to view the file:

In summary: The government has had “teleworkers” since 2010 when a new law made it much easier for federal workers to bring their work off site. Their official “work site” is still an agency home office, as seen in the quote. However, remote workers’ official work site is their home. From the USDA website;

“Official Worksite

An employee’s official worksite will depend if they are a teleworker or a remote worker. The employing office determines the official duty station.

• A teleworker’s official duty station will be the agency home office.

• A remote worker’s official duty station will be their home (or other approved alternate location).”

Full text of the 2021 Guide to Telework and Remote Work in the Federal Government Fact Sheet:

Intro

The effects of the COVID-19 global pandemic have prompted a significant interest, nationwide, in using telework and remote work as important tools for safely and efficiently delivering mission critical services in the public and private sectors during emergencies.

Agencies now have an opportunity to revisit how they were operating prior to the pandemic and leverage lessons learned to integrate telework and remote work into their strategic workforce plans.

It will be important for the Federal government, and its workforce, to remain flexible, resilient, and ready to continue their critical work on behalf of the American public, no matter the challenge.

As we look to the future, OPM is encouraging agencies to strategically leverage workplace flexibilities such as telework, remote work, and alternative/flexible work schedules as tools to promote effective mission delivery and help attract, recruit, and retain the best possible workforce

Background

The updated 2021 Guide to Telework and Remote Work in the Federal Government is designed to replace the contents of OPM’s 2011 Guide to Telework in the Federal Government. This new guide offers resources to help contextualize the continued evolution of telework and remote work as critical workplace flexibilities given the increased adoption and use of these flexibilities as a result of the COVID-19 pandemic.

Telework is defined and authorized by the Telework Enhancement Act of 2010, which is now codified within 5 U.S.C. Chapter 65. Remote Work, which has sometimes previously been referred to as “fulltime telework,” is now defined in this Guide as “an alternative work arrangement” under a written remote work agreement, under which an employee is scheduled to perform work at an alternative worksite and is not expected to perform work at an agency worksite on a regular and recurring basis. Agencies retain the discretion to determine whether they will offer remote work arrangements to its employees.

Design and Intent

The guide is composed of two parts, which, although distinct, may be used in conjunction with each other as an interdependent resource intended to provide comprehensive flexible workplace guidance for Federal agencies, Telework Managing Officers, telework program coordinators, managers, supervisors, and employees.

• Part 1, the Technical Guide on Telework, is an overview of telework arrangements, laws, agency roles, and responsibilities, and guidance to develop agency telework policies.

• Part 2, the Technical Guide on Remote Work, is a new guide that is a review of implications, considerations, and strategies for the appropriate use of remote work arrangements.

The intent of this 2-part Guide is to help agencies leverage Telework and Remote Work in the Federal Government to better meet our human capital needs and improve mission delivery.

Key Changes and Updates

Part 1:

• Expanded use of Key terms (including definition of Remote Work)

• Additional Guidance on Weather and Safety Leave, Telework and Dependent Care, Conduct, and other topics

• Sample Telework Agreement, Telework Agreement Guidelines, and a Safety Checklist for the Home Workspace

Part 2 (All New):

• Definition of Remote Work as an “alternative workplace arrangement,” with guidance that agencies retain both the discretion to decide whether to offer Remote Work, and, if so, the authority to determine employee eligibility for remote work subject to business-related operational needs

• Policy Implications on such matters as: Pay and official worksite, Travel/Relocation, Performance Management, and several others