Would You Give Up a Raise to Keep Your Alternative Work Schedule? What the Survey and the Law Say
Would you give up a raise to keep your alternative work schedule? One federal employee told Federal News Network they would. The outlet's pulse survey, released October 13, 2026, drew 678 responses and 547 comments, and the answers show how much alternative work schedules (AWS) matter to federal employees right now.
What the Survey Found
Eighty-eight and a half percent of respondents called AWS very valuable. Six people said it was not valuable. The comments tell the rest of the story.
Employees at the VA say they were told compressed schedules are not "veteran centric." One respondent wrote: "executives already made us drop a 7:30 appointment slot that was specifically veteran requested, displacing dozens of vet appointments. This was done to force an employee onto a 5/8 schedule." Their question is a fair one: how is that veteran centric?
Another respondent described the personal cost: "I have used more leave since compressed weeks were taken away a year ago than I have my entire 20 year career put together." Employees are not asking for a free day off. The hours worked did not change; the cost of having a life outside work did.
You can read the full set of comments in Federal News Network's survey.
What the Law Says About Ending AWS
For most federal employees, an agency can legally end AWS. The statute says an agency "may" offer these schedules, not that it must. There are two important exceptions.
1. AWS Written Into a Union Contract
If AWS is part of a union contract that is still in effect, 5 U.S.C. § 6131 requires the agency to show an adverse agency impact: lower productivity, worse public service, or higher cost. If the union does not agree, the agency has to make that case to the Federal Service Impasses Panel. The standard is evidence, not a preference for people being in their seats.
2. A Medical Need for a Modified Schedule
One Interior employee says a no-AWS policy is being used to override accommodation requests. Under the Rehabilitation Act, a modified schedule for a qualifying medical condition can be a reasonable accommodation. A blanket policy is not an answer to that request. The agency must assess you individually, and a flat refusal generally has to rest on undue hardship.
What About Abuse?
Some comments argue the opposite. One said: "many employees use it to avoid doing work. They stay home and do nothing but still get paid. It is not fair." Supervisors can already deny AWS to individuals who abuse it. A blanket removal punishes everyone else.
If Your Agency Is Next
The Social Security Administration's change takes effect November 16. If your agency announces something similar, save the notice and the reason you were given. If you need a schedule for a medical reason, put the request in writing as a reasonable accommodation request. Our team of federal employee lawyers at Southworth PC handles these requests regularly and offers free consultations.
Legal Disclaimer: This content is for general informational purposes only and does not constitute legal advice. Federal employment situations are fact-specific and time-sensitive. Please consult a qualified federal employment attorney about your specific situation.