Everything federal employees need to know about Reduction in Force: your rights under 5 CFR Part 351, how retention is calculated, bump and retreat options, MSPB appeals, severance pay eligibility, and a step-by-step preparation checklist.
The RIF moratorium from Section 120 of P.L. 119-37 expires on January 30, 2026. After this date, agencies may resume Reduction in Force actions unless Congress extends protections. Prepare now—don't wait for a notice.
If separated by RIF, you may be eligible for severance. Check eligibility and calculate your amount.
A Reduction in Force (RIF) is a formal process under 5 CFR Part 351 that agencies use to separate employees when positions are eliminated due to reorganization, budget cuts, lack of work, or agency closure. Unlike termination for cause, a RIF is not disciplinary—it reflects organizational needs, not employee performance.
RIFs differ from furloughs (temporary unpaid leave) and shutdowns (agency-wide funding lapses). In a RIF, your position is permanently eliminated and you are separated from federal service. However, you have significant rights: notice periods, bump/retreat options, appeal rights, and potentially severance pay.
The federal workforce experienced unprecedented change in 2025. The Department of Government Efficiency (DOGE) initiative, established by Executive Order 14210, drove significant workforce reductions across the executive branch. Here's what happened and what may come next:
Overall, the federal civilian workforce declined by approximately 249,000–271,000 workers (9%) between January and November 2025—the largest peacetime workforce reduction on record.
The DOGE workforce initiative continues until July 4, 2026. Key policies remain in effect:
When a RIF occurs, employees are ranked on a retention register based on four factors, in order of importance:
| Factor | Description | Impact |
|---|---|---|
| 1. Tenure Group | Group I: Career employees (completed probation) Group II: Career-conditional Group III: Term, temporary, and others | Group I employees are separated last, Group III first |
| 2. Veterans' Preference | Subgroup AD: 30%+ compensable disability Subgroup A: Other preference eligibles Subgroup B: Non-veterans | Veterans in subgroup AD have highest protection within each tenure group |
| 3. Length of Service | Total creditable service including federal civilian time and creditable military service | More service = higher retention within same tenure/veteran subgroup |
| 4. Performance | Average of last 3 annual performance ratings adds additional service credit (Outstanding = 20 years, Exceeds = 16, Fully Successful = 12, etc.) | Performance augments your service credit, giving higher performers an edge |
Employees are competed only within their competitive level—positions similar enough in duties, qualification requirements, and working conditions that employees can be readily interchanged.
If your position is eliminated, you may have options to displace other employees and keep your federal job:
You may "bump" (displace) an employee in a different competitive level who has lower retention standing than you, provided:
You may "retreat" to a position you previously held on a permanent basis, displacing an employee with lower standing, provided:
By law, you must receive at least 60 days written notice before your RIF separation date. The notice must include:
In rare emergency situations, the notice period may be reduced to 30 days—but this exception is uncommon.
You have the right to review the retention register and related RIF records for your competitive level. This can help you verify your retention standing is correct and identify any procedural errors.
You may appeal your RIF separation to the Merit Systems Protection Board (MSPB). You have 30 calendar days from your separation date to file. Common grounds for appeal include:
Don't wait for a RIF notice to start preparing. Take these steps now:
Download and save to personal storage:
Check that your service computation date is accurate. Review your performance ratings. Confirm your veterans' preference documentation is on file. Errors can affect your retention standing.
Make sure your USAJOBS profile is current with updated resume, qualifications, and availability. If a RIF occurs, CTAP/ICTAP priority only helps if you're actively applying.
Update your USAJOBS account and any job alerts to use personal email. You may lose access to government email and systems quickly after separation.
Calculate your potential severance pay, understand your TSP options, and know your FEHB continuation costs. Use our Severance Calculator, TSP Calculator, and FEHB Calculator.
If you receive a RIF notice, stay calm and take these steps:
Note your separation date, retention standing, and any job offer. Mark appeal deadlines on your calendar.
Ask HR for the retention register and your complete retention standing documentation. Verify everything is accurate.
If you haven't already, download all HR documents, emails, and work products you'll need for your job search or appeal.
Union representatives can review your notice for procedural errors and advise on grievance vs. MSPB appeal options.
Federal employees are eligible for state unemployment benefits. File in your state of residence immediately after separation—don't wait.
Begin applying for positions immediately. Your priority placement status is time-limited.
| Benefit | After Separation |
|---|---|
| FEHB | Coverage continues 31 days free. Then elect TCC (18 months at 102% of full premium) or ACA/Medicaid. See our FEHB Guide. |
| FEGLI | Coverage continues 31 days free. You may convert to individual policy without medical exam. |
| TSP | Your account stays with you. Leave it, roll over to IRA, or withdraw. Early withdrawal penalties may apply before age 59½. See our TSP Guide. |
| FERS Pension | If vested (5+ years), you'll receive deferred annuity at minimum retirement age (MRA). See our FERS Guide. |
| Annual Leave | You'll receive a lump-sum payment for unused annual leave. |
| Sick Leave | No payout, but if you return to federal service, your sick leave balance is restored. If vested in FERS, sick leave is credited toward your pension calculation. |
If you're separated by RIF and meet certain criteria, you may be eligible for severance pay under 5 U.S.C. 5595:
Use our free calculator to estimate your severance pay, including age adjustment.
For complete details, see our Federal Severance Pay Guide.
Some agencies offer voluntary separation incentives before or alongside RIF actions. If offered, consider whether these make sense for your situation:
VERA allows eligible employees to retire earlier than standard FERS requirements:
Note: VERA retirement typically includes a 2% penalty for each year under age 55 unless you meet the MRA+30 requirement.
VSIP provides a lump-sum payment up to $25,000 to employees who voluntarily separate. Requirements:
Based on available reporting, these agencies have offered or are offering voluntary programs:
Check your agency's HR announcements for current VERA/VSIP offerings—they change frequently.
CTAP gives you selection priority for positions within your current agency. To use CTAP priority:
ICTAP extends selection priority to positions at other federal agencies. Same requirements as CTAP apply.
CTAP/ICTAP priority typically lasts for 1 year from your separation date, but check your specific notice for details.
If you're receiving severance pay and accept a federal position:
The RIF moratorium from Section 120 of P.L. 119-37 expires January 30, 2026. After this date, agencies may resume Reduction in Force actions unless Congress extends the prohibition in appropriations legislation.
You must receive at least 60 days written notice before your RIF effective date. In rare emergencies (unforeseeable circumstances), agencies may provide only 30 days notice, but this exception is rarely used.
The four factors that determine your retention standing are: (1) Tenure group (career, career-conditional, or other), (2) Veterans preference status (30%+ disability gets highest protection), (3) Length of service (federal civilian plus creditable military service), and (4) Performance rating (which adds additional service credit based on your last 3 annual ratings).
Bump rights allow you to displace an employee in a lower retention standing in the same competitive level. Retreat rights allow you to move to a position up to 3 grades lower that you previously held and are qualified for, displacing a lower-standing employee. Both require you to be qualified for the position.
You have 30 calendar days from the effective date of your RIF separation to file an appeal with the Merit Systems Protection Board (MSPB). If you are a bargaining unit employee, you may also have the option to file a grievance under your union contract instead.
You may be eligible for severance if you have at least 12 months of continuous civilian service, are not declining a reasonable job offer, and are not immediately eligible for retirement. Severance equals 1 week of pay per year for the first 10 years, plus 2 weeks per year after that, with an age adjustment if over 40.
Your FEHB coverage continues for 31 days after separation at no additional cost. You can then elect Temporary Continuation of Coverage (TCC) for up to 18 months, but you pay 102% of the total premium. You may also explore ACA marketplace plans or Medicaid.
CTAP (Career Transition Assistance Program) gives you priority for positions within your current agency. ICTAP (Interagency Career Transition Assistance Program) extends priority to positions in other agencies. Both require you to be rated "well qualified" for the position.
Yes, veterans can be RIF'd, but they receive significant protection. Veterans with 30%+ disability have the highest retention standing. Preference-eligible veterans are ranked above non-veterans within the same tenure group. However, veterans preference does not guarantee immunity from RIF.
A RIF is a permanent separation from federal service due to organizational changes, budget cuts, or lack of work. A furlough is a temporary, unpaid leave of absence—employees retain their positions and typically return to work. RIF'd employees receive severance; furloughed employees do not.
A coalition of federal employee unions—including AFGE, NTEU, AFSCME, NFFE, SEIU, and others—has filed lawsuits challenging various workforce reduction actions. Courts have issued temporary restraining orders and preliminary injunctions in some cases.
If you believe your RIF violated the law or proper procedures, consider: