GAO Data Confirms What Federal Workers Already Know
May 16, 2025A recent Government Accountability Office (GAO) report has thrown hard evidence behind what many federal employees have been saying for years: telework isn’t just convenient—it’s a strategic necessity. According to the report, agencies offering just two days of remote work per week cut quit rates by a third, saved millions in overhead, and saw a 12% jump in productivity. Those are not fringe benefits. They’re bottom-line outcomes that directly affect the mission.
This matters deeply for GS-9 and above professionals who feel stuck between shifting policies and unrealistic return-to-office (RTO) mandates. The numbers show that well-structured telework supports—not sabotages—federal service.
Telework Enhances Talent Retention and Inclusion
One of the most alarming findings from the GAO report: a federal contractor that insisted on full-time in-office work saw half its workforce—many top performers—walk out. That’s not a morale issue. That’s a self-inflicted staffing crisis.
In contrast, agencies embracing flexible work environments gained access to a wider talent pool, including rural applicants, veterans, and professionals with caregiving responsibilities. Most strikingly, full-time employment for people with disabilities in tech roles rose by as much as 40% once geographic barriers were lifted. Inclusion didn’t happen by accident—it followed flexibility.
Remote Work Supports the Mission in Emergencies
The federal workforce needs to be mission-ready—not just physically present. Snowstorms, Metro outages, and even future public health crises will continue to test our agility. Agencies that have a telework infrastructure in place already outperform during these disruptions. The Labor Department and OPM have both issued guidance supporting this, offering a blueprint that leaders can follow—if they choose to.
This Isn’t Politics. It’s Data.
Federal workers are professionals who want to serve the public well. But they also deserve evidence-based policy. The GAO’s findings are not ideological; they are empirical. And yet, some agencies continue to drag staff back into offices that are expensive, underutilized, and strategically inefficient.
If you’re a federal employee being pressured into full-time RTO, know this: your concerns are backed by federal data. Your desire for flexibility aligns with mission success—not against it.
Moving Forward, Not Backward
Flexibility isn’t a perk. It’s a tool for resilience, retention, and results. If you’re navigating the tension between agency policy and your career goals, you’re not alone—and you don’t have to handle it alone.
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.