Frequently Asked Questions
Newer federal employees (especially those with less than 3–4 years of service) are often at higher risk during a RIF. This is because agencies must follow a retention order based on tenure, veterans’ preference, and performance. Recent hires and those still on probation are usually in lower retention groups. However, each agency applies RIF rules slightly differently, so check your agency’s announcements for specific guidance.
Yes, employees with less tenure, those in a probationary status, or without veterans’ preference typically face greater risk. However, other factors such as performance ratings and your competitive area also play a role. Career employees with high tenure and veterans’ preference are prioritized for retention.
Yes. Recent RIFs have focused on specific functions (e.g., HR, IT, procurement, finance) and in certain agencies impacted by budget cuts or reorganization. The risk varies by department and job type.
Look for official internal announcements, union notifications, or posted lists of affected positions. Warning signs include office reorganizations, budget cuts, or consolidation of functions. If your position or job series is labeled “redundant” or at-risk in agency communications, you may be in a RIF target group.
A RIF is a process where federal employees are involuntarily separated (laid off) due to lack of funds, lack of work, or agency reorganizations—not because of personal performance or conduct. Current RIFs are mostly due to government-wide budget cuts and structural reorganizations.
A RIF is governed by strict OPM regulations. Agencies determine which jobs are abolished, create a retention register (ranking employees based on tenure, veterans’ preference, performance), and issue official RIF notices. Employees must receive a minimum notice (usually 60 days). Appeals are possible through MSPB.
By law, federal employees should get a 60-day notice before a RIF takes effect. However, in some cases, OPM has granted agencies permission to shorten this to 30 days. Always check your notice for the actual timeline.
If you spot errors (wrong service date, veterans’ preference not applied, etc.), contact your agency’s HR office immediately. You may also consult your union or file an appeal with the MSPB if you believe your rights were violated.
RIFs can sometimes be delayed or halted by legal action, court orders, or congressional intervention. In 2025, a federal court injunction temporarily paused many RIFs. Monitor agency and legal updates for the latest information.
Bump rights allow senior employees to “bump” junior employees from their positions; retreat rights let employees move into a previously held job at the same or lower grade. Agencies sometimes narrow competitive areas to minimize these rights.
It depends on your tenure, grade, and how your agency defines competitive areas. Higher-tenured employees may bump lower-tenured employees, but recent RIFs often limit this by abolishing entire offices or job categories at once.
Many agencies define competitive areas narrowly, making it less likely for bump or retreat rights to be exercised. If your notice doesn’t mention bump/retreat options, ask HR for clarification.
If you’re in the competitive service, you generally have bump/retreat rights—excepted service employees may have different rules. Agencies have discretion in defining competitive areas, which affects how rights apply.
Your RIF notice should specify any bump/retreat rights you have. If it doesn’t, request a detailed explanation from HR. It may require reviewing your personnel record or prior positions.
Yes, most employees who are separated in a RIF and not eligible for immediate retirement receive severance pay. The formula is based on years of service, age, and salary, and is capped at 52 weeks’ pay.
Yes, RIF’d employees can usually claim state unemployment benefits. Severance pay does not prevent you from filing, though each state’s rules vary.
Your FEHB coverage continues through the end of the month you’re separated. After that, you can opt for Temporary Continuation of Coverage (TCC/COBRA) for up to 18 months. Life insurance and TSP have separate rules.
If you meet certain age and service requirements, you may qualify for discontinued service retirement (DSR) or an early-out (VERA). If not, you may receive severance and a deferred retirement later.
No. If you’re eligible for an immediate FERS or CSRS annuity at the time of the RIF, you do not receive severance pay.
You’ll receive a lump sum for unused annual leave. Sick leave is not paid out but may be restored or credited toward your retirement if you return to federal service or retire.
Compare the lump sum VSIP (usually up to $25,000) with your potential severance. Severance is typically higher for long-serving employees and allows you to claim unemployment. Each case is unique—calculate your numbers before deciding.
VSIP is a voluntary buyout capped at $25,000; severance pay is an entitlement based on your years of service and can be much higher, but is only paid if you’re involuntarily separated and not immediately eligible for retirement.
If you’re eligible and want to retire, VERA may be a good option, especially if it offers a buyout or if your agency faces large RIFs. Weigh the pension, annuity supplement, and your personal needs.
No. Agencies do not have a formal “volunteer for RIF” program. Only VSIP or VERA programs are voluntary; RIFs are involuntary and management-driven.
Never resign or accept a voluntary separation unless you fully understand the consequences. Voluntary resignations usually forfeit your rights to severance and reemployment priority. Wait for an official RIF if possible.
You may qualify for Career Transition Assistance Plan (CTAP) and Interagency Career Transition Assistance Plan (ICTAP), giving you priority for other federal job vacancies at or below your current grade.
Most career status competitive service employees are eligible. Excepted service and probationary employees usually are not.
CTAP priority lasts while you’re still employed after notice; ICTAP continues for up to 1 year after separation. Effectiveness varies by agency and job market.
Start your search now. Priority status only helps once your RIF notice is official, but you can and should apply before that to maximize opportunities.
RIF separation does not bar you from future federal employment. You retain reinstatement eligibility and can return via non-competitive appointments if eligible.
Yes, you can appeal a RIF to the MSPB if you’re a covered employee. While not every appeal is successful, you preserve your rights by filing.
You can challenge procedural errors, improper application of retention rules, or discrimination. Most appeals hinge on whether the agency followed RIF laws and regulations.
Generally, no. Probationary employees have limited appeal rights, unless there is evidence of discrimination or prohibited personnel practices.
You must wait until the effective date of your RIF separation (or downgrade) before filing an MSPB appeal. Appeals filed before this date will be dismissed as premature.
Signing a RIF notice simply acknowledges receipt, not agreement or waiver of rights. If you have concerns, write “Receipt only” next to your signature.
Some law firms and unions are organizing collective appeals or class actions. Check with your union or seek legal counsel to join group efforts.
USPS has announced plans to reduce its workforce, mostly through voluntary early retirements (VERA), not immediate layoffs. Career employees with more than six years typically have no-layoff protection, but some may be reassigned.
Yes, most USPS union contracts provide no-layoff protections for career employees with at least six years of service. However, employees may still be “excessed” (reassigned) to other locations.
There are no across-the-board USPS layoffs; reductions are targeted at specific facilities where operations are consolidating.
Career employees are usually offered reassignments to other installations within a certain radius (often up to 50 miles), rather than laid off outright.
USPS is offering voluntary early retirements to certain groups. There’s no cash buyout in most cases. If you decline, you may be reassigned rather than laid off.