Federal Employee Rights

While federal agencies have broad authority to furlough their employees out of necessity, there are protections in place for federal workers. Subject to certain exceptions, these include both procedural protections that require advance notice and an opportunity to be heard and substantive protections that restrict the reasons why federal agencies can choose specific employees to furlough. With this in mind, if you have been furloughed and have reason to believe that your furlough may be wrongful, it will be worth talking to a federal employment lawyer about your legal rights.

If you are a federal employee and you have experienced discrimination or harassment in the workplace, seeking accountability may involve filing an Equal Employment Opportunity (EEO) complaint. This is a highly structured process that is subject to strict deadlines—and, if you don’t follow the process correctly, this alone could prevent you from securing the remedies you deserve. Before you can file a formal complaint with the U.S.

On July 8, 2025, the U.S. Supreme Court ruled that federal agencies can resume conducting reductions in force (RIFs) in compliance with the Trump Administration’s directive to substantially reduce the size of the federal workforce. In doing so, the Court suspended a preliminary injunction issued by the U.S.

If you are (or were) a federal employee and you experienced a prohibited personnel practice (PPP) or have information about a PPP or another prohibited activity, you may be eligible to file a complaint with the Office of Special Counsel (OSC). Along with the Equal Employment Opportunity Commission (EEOC) and the Merit Systems Protection Board (MSPB), the OSC is responsible for helping to protect federal employees’ rights and hold federal employers accountable when they violate the law. But the OSC can only help protect your rights if you come forward.