Executive Order Diminished Work Remotely at Agencies – How Federal Employees are Managing Return to the Office under Trump

Telework became prevalent across the federal government during the pandemic, but the second Trump administration effectively ended remote work arrangements with an executive order at the onset of his second presidential administration. This article will review how many employees are managing the financial challenges of their commute to on-site work, other stressors related to the transition, and a recent report that shows how telework is beneficial for the federal workforce and in turn, the employing agencies. 

How Return to In-Person Work Affects Finances and Stress Levels of Federal Employees

Although some employees might still qualify for exemption, the majority of federal workers have had to return to work in person. Let’s review how the mandate has impacted the financial situation of many federal workers and ways to manage other stressors involved with the adjustments caused by the return to in-office work. 

Financial Budget Strategy for Feds in 2025 after Return to Office Shift

The mandate for federal employees to return to the office in 2025 presents significant financial challenges for many workers. With rising costs of commuting, including gas prices and public transit fares, employees may find their budgets strained. Additionally, the need for suitable work attire and potential childcare expenses can further exacerbate financial pressures. For those who adapted to remote work, the transition back to an in-office environment requires adjustments that could impact their overall financial stability. 

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• Commuting Costs: Along with the strain on the wallets of federal employees, the price of gas or public transportation can significantly increase stress and reduce productivity for those returning to the office. Long travel times and crowded public transportation can lead to fatigue and decreased morale, making it challenging for employees to fully engage in their work once they arrive at their desks.
• Childcare Expenses: As federal employees transition back to in-person work, managing childcare costs becomes a significant concern for many. Agency leaders might have allowed for flexible work schedules and remote work arrangements to help employees balance their personal lives while returning to the office earlier in the year, but hybrid schedules and teleworking exceptions have been decreasing as agency leaders face increased pressure from OPM (office of personnel management) to implement fully on-site work schedules. 
• Other Budget Adjustments: Employees may need to invest in professional attire suitable for in-person work, including purchasing new clothing, shoes, or accessories. Increased dining expenses could occur as employees might opt for lunch or coffee breaks that can be more costly than preparing meals at home. 

Employees should assess their financial situations and adjust their budgets to accommodate new expenses associated with returning to in-office work. Engaging in open discussions with agency leaders about potential exemptions or adjustments can help address concerns regarding increased costs. Some agencies are allowing their staff to work four 9-hour days per week with three day weekends instead of the traditional five 8-hour work week. Agencies offer resources to employees that need help managing the transition as well. 

Work-Life Balance and Stress Management as Employee to Return to Work On-Site

As federal employees prepare to return to the office, achieving a healthy work-life balance becomes essential. Many employees have adapted to remote work arrangements during the pandemic, allowing for greater flexibility in managing their personal lifestyle. However, the transition back to in-person work can present challenges, particularly regarding commuting and the adjustment to a new schedule. Adjusting to an office environment with coworkers can increase stress related to the transition, as many federal employees shift their focus back to their respective duty stations. Discuss any challenges with trusted colleagues and managers, who should assist with reasonable requests to make the return to work go more smoothly. If you are able to extend telework due to an exemption, be sure to obtain copies of any statement with your agency that would permit an alternative work arrangement. 

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Recent Report Suggests Working from Home is Beneficial for Agencies and Employees Despite Administration’s Mandate

Published last month, a recent GAO report (GAO-25-107078) examined the impact of remotely working on federal employees and outlines key findings related to the return to office (RTO) plans. It highlighted that telework has become a significant component of federal work, especially following the COVID-19 pandemic. The report indicated that while many agencies have adopted flexible telework policies, challenges remain regarding management, employee engagement, and equity in access to telework opportunities.