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Our online community now tops 150,000 federal workers and supporters across TikTok, Instagram, YouTube, Facebook, and LinkedIn. Each briefing distills the day’s most consequential developments, adds clear-eyed legal analysis, and pairs it with mindfulness tools that keep you steady no matter how turbulent the news cycle becomes. If this newsletter helps you stay informed, please pass it on: https://fedlegalhelp.com/newsletter. Your advocacy broadens the protective circle for every federal employee.
Top Three News Stories:
1. OPM Will Forego FEVS in 2025, Despite Law Requiring It
The Office of Personnel Management (OPM) has canceled the 2025 Federal Employee Viewpoint Survey (FEVS), a mandatory annual survey of federal workforce morale and engagement. OPM cited the need to remove diversity, equity, and inclusion questions before relaunching the survey next year. While OPM says a "transformed workforce" needs a "transformed" survey, federal law still requires FEVS by regulation. Agencies have not been told how morale data will be collected governmentwide this year. Government Executive
Legal Insight:
Canceling FEVS doesn’t let agencies off the hook for fair leadership and safe workplaces. Save your performance plans and any workplace surveys you receive—they could show how conditions changed. If your HR team sends a substitute survey, check whether it keeps your responses anonymous and how the results will be used.
2. Coverage for Gender-Affirming Care Will be Eliminated from FEHB Plans in 2026
OPM notified insurers that starting in 2026, Federal Employee Health Benefits (FEHB) plans will no longer cover gender-affirming medical and surgical care, with three narrow exceptions: (1) mental health counseling for gender dysphoria, (2) ongoing treatment already underway, and (3) non-gender-related hormone therapy (e.g., for cancer). Insurers must also remove providers offering surgical or hormonal gender-affirming care from their networks. Government Executive
Legal Insight:
Health plan changes must follow federal rules. If you rely on gender-affirming care, look for official notices and save your claim and coverage letters. If you’re mid-treatment, get documentation that your care is “ongoing”—that may help preserve coverage. Ask your benefits office what this means for appeals or accommodations.
3. CDC Staff Final Termination Notices Mark New Wave of Layoffs
At least 600 CDC employees received final termination notices this week, following a court decision that protected some—but not all—staff from layoffs. The terminations affect employees across multiple programs, including violence prevention and FOIA offices. Many of those affected had been on administrative leave since earlier restructuring efforts in April. Union officials say HHS has offered little transparency about who is being cut. Federal News Network
Legal Insight:
If you receive a RIF (reduction-in-force) notice, keeping all the paperwork matters. Save your notice, performance ratings, and any administrative-leave docs—they can help in appeals. Agencies must follow federal RIF procedures, even after a court ruling. Check whether you're eligible to challenge based on retention registers or notice timing.
Mindful Moment of the Day:
Three-Good-Things Gratitude Drill
At some point today—maybe during lunch or a lull—pause and jot down three things that went well. It might be a kind email, a solved IT glitch, or even just finishing a cup of coffee while still hot. This quick mental shift rewires the brain’s negativity bias, which often dominates in high-stakes professions like law. Over time, this practice is shown to build resilience and optimism, which are vital for long-term satisfaction and health.
Legal Tip of the Day:
Document Everything—Even If It Feels Small
In the federal workplace, memory fades—but paper doesn’t. If something troubling happens, write it down right away. Date your notes, describe what was said or done, who was present, and how it made you feel. Save emails, take screenshots, and back up important messages off your agency device if allowed. Even seemingly minor interactions can become important later. The best legal defenses often start with a simple note you made when it all began. If you ever need help, a well-documented timeline is one of the most powerful tools you can bring to the table.
Important Announcement: New RIF Appeal Resources Now Available
Before we dive into today's briefing, we want to quickly highlight new resources we've created specifically for federal employees facing Reduction-in-Force (RIF) actions. Given the challenging situation many federal workers now face, we've developed three tailored options to help you successfully appeal your RIF before the Merit Systems Protection Board (MSPB):
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DIY Online Course (Bronze Level): Step-by-step video modules, proven templates, and strategic guidance to help you confidently file your own MSPB appeal. $199.
👉 Enroll Here -
DIY Course + One-on-One Strategy Sessions (Silver Level): After enrolling in the DIY course, schedule private strategy sessions ($350/hour, up to three sessions) to personalize the course materials to your specific case.
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Full Attorney Representation (Gold Level): Professional legal advocacy for high-stakes RIF cases, beginning with a confidential consultation ($350) to outline your strongest arguments and next steps. Retainers start at $5,000.
👉 Schedule Your RIF Strategy Consult
We designed these solutions to empower you—regardless of your budget or your case's complexity. Take action today to protect your federal career and future.
In Case You Missed It:
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Deep-Dive Courses for When the Stakes Are Personal
Navigating Reasonable Accommodations: Maximize Telework
$199 USD
Request accommodations confidently with step-by-step videos, professional templates, and mindfulness tools.
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Federal Employee RIF Masterclass: Protect Your Future
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Secure your career during a Reduction in Force (RIF) with clear video lessons, actionable checklists, and stress-management techniques.
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Need Personalized Advice?
A federal job moves fast—and so do the deadlines to fight discrimination, retaliation, potential discipline, or a removal. If you are interested in seeing if we can help you, one short, confidential call with Southworth PC might be able to help. The consultation is free, you speak with an attorney (not a screener), and our hybrid-retainer model caps your up-front costs until we win or settle.
We litigate before the EEOC, MSPB, and OSC nationwide, drawing on decades of inside knowledge of agency tactics. Protect your rights before the next deadline closes.
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Disclaimer:
This newsletter is for informational purposes only and does not constitute legal advice or create an attorney-client relationship. Southworth PC provides these insights to help federal employees better understand their rights and navigate workplace developments, but every situation is unique. If you are facing a specific employment issue, you should consult a qualified attorney to discuss the facts of your case. While we aim to ensure the accuracy of legal interpretations at the time of publication, changes in law or policy may affect how the information applies to your circumstances. We’re proud to stand with federal employees—and we’re here when it matters most.
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