OPM Just Killed the “Five Things” Email. Here’s Why That Matters.
due process federal employment mindfulness at work opm policy workplace stress Aug 06, 2025For months, federal employees were trapped in a Sunday-night ritual: condensing their entire workweek into five bullet points for leadership’s inbox. Born from a top-down directive with no grounding in law or policy, this so-called “five things” mandate turned into a high-stakes productivity test. Now, it’s officially over—and not a moment too soon.
How the Policy Started and Unraveled
In February, a controversial mandate swept across agencies like wildfire. Under pressure from politically appointed leadership, supervisors demanded weekly bullet-point reports from every employee, often framed with an ultimatum: submit or be considered AWOL.
The legality of this move was shaky from the start. Under 5 U.S.C. § 7513, removal actions must follow due process, and silence does not equal resignation. But rather than initiate proper RIF procedures or performance improvement plans, some agencies weaponized bureaucracy to force attrition. The “five things” directive became a quiet compliance test—a tool to drive burnout and demoralization without triggering formal accountability.
Fortunately, leadership changes brought a much-needed course correction. The new OPM Director reviewed the practice and deemed it inefficient and legally indefensible. As of this week, the reporting requirement has been scrapped.
Why This Moment Matters
This wasn’t just about bullet points. It was about culture. The mandate bred fear and suspicion, pushing employees to perform visibility over substance. That’s not how high-integrity public service works.
For federal employees, the repeal is both a legal and emotional win. It restores dignity to your weekends—and reminds us that arbitrary pressure campaigns can be challenged and defeated.
What You Can Do Now
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Document Everything: If you received threats tied to this mandate or were told non-compliance would result in removal, save those emails. Keep a timeline. Screenshot directives. It matters.
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Know Your Rights: No one can be removed without due process. Performance-based actions require a clearly defined improvement period. Shortcuts aren’t lawful.
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Share Your Story: Were you affected by this policy? We’re collecting employee experiences to help ensure it never returns.
A Mindful Perspective
Moments like this are a reminder: even in rigid systems, change is possible. Reclaim your Sunday nights, reflect on what this stress cycle taught you, and begin building boundaries with greater confidence. This wasn’t just a win on paper—it’s a breath of fresh air for your mental health.
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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