What the State Department, Education, and HHS RIFs Mean for Federal Employees
federal employment mindfulness at work mspb appeals reduction in force supreme court shadow docket Jul 15, 2025The July 11 layoff notices at the U.S. State Department sent shockwaves through the federal workforce. More than 1,350 employees—civil service and Foreign Service alike—were told their positions are being eliminated, effective either immediately or within 60 days. The Department of Health and Human Services followed suit, issuing separation letters effective July 14. And hovering over all of this is McMahon v. New York, a Supreme Court shadow docket order that’s stalling reinstatement efforts for Department of Education employees.
If you’re a GS-9 or higher trying to make sense of what this means for your future, you're not alone. Here’s what you need to know—and what you should do next.
A Shadow Docket Doesn’t Mean a Final Answer
Let’s start with the Supreme Court’s recent action. In McMahon v. New York, SCOTUS stayed a lower court ruling that would have reinstated RIFed DOE employees. That stay came via the "shadow docket"—a procedural tool the Court uses to make rapid, unsigned decisions without full briefing or oral arguments.
Crucially, this does not mean the Supreme Court has ruled in favor of the layoffs. The legal merits are still unresolved. The stay merely pauses lower court enforcement while appeals play out. In other words: the game isn’t over.
RIFs Are Moving Forward—But That Doesn’t Make Them Lawful
Agencies like HHS and State are treating the shadow docket stay as a green light to proceed with reductions in force. But that’s a strategic calculation, not a legal ruling. A federal agency may choose to move forward, but the courts still have the final say on whether the RIFs were implemented lawfully.
If you’ve received a notice, don’t interpret it as the end of your federal career. Instead, treat it as the beginning of your legal record.
What You Should Do Immediately
Start documenting. Save every email, notice, or memo you receive. Write down the names of officials who informed you of your separation and the timeline they gave you. These details matter enormously in MSPB appeals or EEO claims.
Next, protect your well-being. The emotional toll of workplace uncertainty is real. Make time to breathe, reflect, and reach out—for support, for counsel, and for clarity.
At Southworth PC, we are not just monitoring this situation—we’re in it with you. We’re preparing filings, evaluating EEO claims, and helping employees navigate a shifting legal landscape. If you’re a Power Hub member, deeper guidance is already available in your dashboard here.
You’re Not Powerless—You’re in Motion
These layoffs are painful. But they don’t define your worth or your rights. Federal employment law is still alive and functioning. If your position was abolished, there are still avenues for redress, appeal, and advocacy.
We see you. We stand with you. And we’re ready to fight—every step of the way.
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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