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Ninth Circuit Pauses RIF Disclosure Order—What It Means for Feds

federal employment government transparency mindfulness at work ninth circuit stay rif litigation Jul 24, 2025
 

On July 18, 2025, a federal judge ordered the Trump administration to disclose details of 40 reduction-in-force (RIF) plans affecting 17 federal agencies. That breakthrough offered a glimmer of transparency to thousands of federal employees facing uncertainty about their jobs. But just four days later, the Ninth Circuit Court of Appeals hit pause.

 

A Pause—Not a Final Ruling

On July 22, a three-judge panel issued what’s called an administrative stay—a temporary hold on the lower court’s disclosure order. This move doesn’t resolve the case. It simply buys the court time to fully consider the legal arguments from both sides before deciding whether the information must be turned over.

In practical terms, this means federal agencies are not required—for now—to reveal which offices are being targeted for RIFs. It also means they can move forward with cuts while the stay is in place.

But let’s be clear: the Ninth Circuit has not endorsed the government’s position. The court merely wants breathing room to review the case without being rushed by a compliance deadline.

 

The Legal Fight Over Transparency Continues

The core issue—whether federal agencies must reveal their RIF plans—remains unresolved. The stay doesn’t kill the case; it merely delays it. The court could lift the stay, extend it, or issue a full ruling after reviewing the upcoming legal briefs.

For federal employees, this limbo is deeply unsettling. You may still be in the dark about whether your position is on the chopping block. While the government argues that withholding the information is lawful, affected employees are left to manage not only legal ambiguity but also emotional and financial stress.

 

Mindfulness in the Face of Uncertainty

In moments like this, mindfulness isn’t just a wellness practice—it’s a survival skill. If you’re overwhelmed, try to ground yourself with a simple breath-based practice. You don’t need to control the outcome, but you can control your response to it.

Stay alert to any communications from your agency, document everything, and prepare for all contingencies. The legal landscape may shift quickly in the weeks ahead.

If you're part of our Power Hub membership, we’re tracking this litigation closely and will share updates and analysis there as soon as the Ninth Circuit acts. You can join the membership here.

 

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.

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