Federal Judge Halts HHS Layoffs Amid Constitutional Concerns
May 12, 2025On Friday, May 9, a senior U.S. District Judge issued a temporary restraining order (TRO) that blocked sweeping layoffs at the Department of Health and Human Services (HHS) and the CDC. This judicial action came in response to an aggressive restructuring effort led by the Department of Government Efficiency—an office quietly reshaped under the Trump administration and reportedly influenced by Elon Musk’s tech-centric approach to “streamlining.” Thousands of jobs were on the chopping block, including entire teams managing public health functions mandated by Congress.
Why should you care? Because this isn't just about staffing changes. The layoffs targeted legally required services like black lung screenings for miners, NIOSH respirator certifications for hospitals, and cancer registries for firefighters. If you’re a federal employee—especially in public health, labor, or environmental roles—you might be directly affected. Even if your RIF notice is paused, the underlying battle is far from over.
Congress Wrote These Programs Into Law—The Executive Can’t Just Erase Them
Internal memos acknowledged that these cuts posed a “litigation risk,” yet notices still went out. Entire labs were shuttered overnight, with suspended services banners replacing scientific output. This raised alarms not just among agency staff, but also across a coalition of plaintiffs, from the American Federation of Government Employees to 20 state attorneys general. Their argument is clear: the executive branch cannot unilaterally eliminate programs that Congress has mandated by law.
Judge Susan Illston’s TRO sends a strong signal that executive power has limits. She froze the layoffs until at least May 22, giving the court time to assess whether the administration’s actions violate both separation of powers and federal labor law. The outcome of this next hearing could reshape the legal landscape for all career civil servants.
If You Received a RIF Notice, Take These Steps Now
If your program was impacted—or your reduction-in-force notice is currently on hold—now is the time to act. Document every communication you've received. Save memos, screenshots, emails, and internal notices. These records could become critical in asserting your rights or challenging an improper personnel action later.
Remain connected to trusted legal updates. As federal employment attorneys, we’re closely monitoring this litigation and advising clients on proactive steps they can take. The TRO is a short-term safeguard, not a resolution. DOGE has already filed an appeal, and the stakes remain high.
Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.