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OPM’s New Telework Rules: What Federal Employees Must Know

federal employee rights federal employment opm guidance remote work telework policy Jan 05, 2026

Federal employees are hearing a familiar rumor again: telework is ending. That framing is misleading—and dangerously incomplete. What actually changed is how the Office of Personnel Management (OPM) now expects agencies to define, track, and enforce telework and remote work. The December 2025 Guide to Telework and Remote Work in the Federal Government is written for agency leadership, but its consequences land squarely on employees’ paychecks, duty stations, and job security.

The most important shift is this: telework and remote work are no longer treated as flexible conveniences. OPM’s guidance emphasizes that they are management tools, not entitlements, and agencies are being instructed to tighten oversight accordingly. Understanding the structure of this guidance is essential to protecting personal and professional stability.

Telework and Remote Work Are Not the Same Thing

OPM draws a sharp line between telework and remote work. Telework means working away from the agency worksite some of the time, and it comes in two forms: situational (occasional) and routine (recurring). Notably, OPM instructs agencies that routine telework should not be approved unless an exception applies. This signals a clear preference for in-person work as the default.

Remote work is fundamentally different. It requires a written agreement stating that the employee works from an approved alternative location and is not expected to report regularly to the agency office. OPM further notes that remote workers are generally expected to live outside the local commuting area of the agency worksite. This distinction matters more than many employees realize.

The “Official Worksite” Controls Pay and Travel

The guidance places heavy emphasis on the concept of the official worksite. For most employees, this remains the agency office. For approved remote workers, however, OPM states that the official worksite is the alternative location—often the employee’s home—and that location should appear on the SF-50.

This is not administrative trivia. A mismatch between where work is performed and what the SF-50 lists can trigger locality pay errors, travel reimbursement problems, and even overpayments that the government later seeks to recover. Employees working remotely from one state while officially assigned to another should review their paperwork immediately.

Remote Work Can Be Terminated

OPM makes clear that agencies may end remote work agreements for performance, operational, or business reasons. The guidance explicitly discusses management-directed reassignment back to an agency worksite. If an employee declines that reassignment, the situation can move quickly into the adverse-action process. This is not theoretical; it is a roadmap agencies are being encouraged to follow.

Practical Steps to Take Now

Employees should locate and keep copies of all telework or remote work agreements, confirm the duty station listed on the SF-50, and avoid relocating without written approval. OPM warns that unauthorized moves can create pay indebtedness and may result in discipline.

Importantly, this guidance does not override rights under the Rehabilitation Act or other EEO laws. Telework as a general policy is legally distinct from telework as a reasonable accommodation. Agencies must still engage in the interactive process when a qualifying medical condition is involved.

For those navigating these issues amid health concerns, caregiving responsibilities, or looming return-to-office directives, early, individualized guidance can prevent irreversible consequences.

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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