RIF Notices This Fall: What the New OPM Rules Really Mean for You
federal employment mindfulness at work mspb appeals opm guidance rif rules Nov 17, 2025If you received a RIF notice this fall—or even heard rumors of one—the new guidance tied to the Continuing Appropriations Act changes your legal footing in very real ways. Under that law, agencies cannot start, notice, or carry out any reduction in force aimed at cutting federal positions through January 30, 2026. OPM reinforced this in a November 13 memo directing agencies to stop issuing RIF notices until January 31.
For GS-9 and above employees who depend on predictable rules and due process, this freeze matters. It means agencies cannot use a RIF as a shortcut to trim positions during this funding window. If managers are claiming otherwise, that’s a sign to slow down, ask for written guidance, and document what you’re told.
If Your RIF Happened Between October 1 and November 12
Here is the part most federal employees miss: any RIF action issued in that window has no legal effect. Agencies must rescind those notices and restore you to the job, grade, pay, and schedule you held on September 30, 2025. They also must confirm this in writing and explain your back-pay entitlement.
This is not optional on the agency’s part. If you were taken off the rolls, HR must reconstruct your pay and benefits for every day you would have been in pay status but for the improper RIF. That includes retirement contributions, FEHB coverage, and leave accrual. The nuance: if you were already in a valid non-pay status—approved LWOP, a pending suspension, or even AWOL—that time does not convert to paid time simply because the RIF was invalid.
How Shutdowns Fit Into This
The memo recognizes a narrow exception. Once there is an actual lapse in appropriations, agencies can take actions necessary for an orderly shutdown. But outside that period, RIF authority cannot be used as a budget maneuver. If your agency attempted to package a RIF within a non-shutdown window, the law does not support it.
What the Memo Does Not Protect You From
Many employees assume that if a RIF is on hold, all adverse actions are on hold. They’re not. Performance and conduct actions still move forward. Probationary terminations still follow the usual, often unforgiving, rules. Time-limited appointments still expire on schedule. These protections only apply when the paperwork actually cites “reduction in force.”
This is where a mindful approach helps: separate the noise from the true threat. Not every difficult moment is a legal emergency—but when it is one, clarity matters.
The Three Things to Check Today
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The date on your RIF notice. Anything dated October 1–November 12 should already be rescinded.
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Your rescission letter. You are entitled to written confirmation—not hallway reassurances.
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Your SF-50 and pay. They must align with your pre-October 1 status. Any mismatch is a red flag.
If you’re unsure, talk to HR, loop in your union, and consider getting guidance from counsel who focuses exclusively on federal employment.
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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