The Risk of Ending Progressive Discipline in Federal Employment
federal employment mspb appeals opm rules progressive discipline workplace fairness Sep 08, 2025For decades, the federal workplace has recognized that mistakes happen and that growth is part of the process. Progressive discipline reflects this truth: employees receive coaching, warnings, or suspensions before more serious penalties like removal. This system is not a gift to employees — it’s a proven management tool that promotes fairness, consistency, and improvement.
What’s Changing Under OPM’s Proposal
The Office of Personnel Management (OPM) has signaled in its regulatory agenda that it may eliminate the requirement for agencies to use progressive discipline. If adopted, this would allow agencies to bypass coaching and warnings and jump straight to termination. For federal employees, that’s more than a technical rule change. It’s a shift in the culture of accountability — from a model of growth and correction to one of fear and punishment.
Why Progressive Discipline Matters for Performance
The research is not ambiguous. A large meta-analysis published in the Journal of Applied Psychology examined more than 180 studies and found a clear pattern: when employees see rules as fair and consistent, they are more engaged, more loyal, and more productive. Progressive discipline embodies fairness. Remove it, and you trade steady improvement for costly turnover, grievances, and appeals.
The Merit Systems Protection Board (MSPB) has reached similar conclusions. Its studies show that the best way to improve performance is through clear expectations, coaching, and monitoring. These steps form the foundation of progressive discipline. Skip them, and performance problems rarely resolve — they multiply.
The Human and Organizational Cost
From a mindful perspective, fear-based workplaces rarely thrive. Harvard research on psychological safety confirms that teams do better when employees feel safe admitting mistakes. Without that safety, employees stay silent, hide problems, and disengage. A federal workplace stripped of progressive discipline risks becoming a place where mistakes are punished, not corrected — where innovation gives way to self-protection.
What Federal Employees Can Do Now
If you’re a federal employee, take this as both a warning and an opportunity. Document your performance, keep communication lines open with supervisors, and be proactive about expectations. Just as importantly, pay attention to the broader legal and cultural context. A single mistake should not define your career, and the federal government — the nation’s largest employer — should model fairness rather than fear.
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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