It’s estimated that more 300,000 workers left federal service because of the Trump administration’s 2025 federal mass layoffs in 2025. Spearheaded by the Department of Government Efficiency (DOGE), this involved returns to in-office work, relocation requests, early retirement, and deferred resignations.
If you were affected by these mass layoffs, the federal employee rights attorneys at The Bell Law Group may be able to help you. You could be eligible for reinstatement, back pay, or restoration of benefits depending on how you were laid off and what procedures were followed.
Our law firm is prepared to take on agencies that improperly carried out terminations and RIFs. Consultations are free, confidential, and no-obligation. To discuss your situation with our federal layoff attorneys, contact The Bell Law Group.
Understanding the 2025 DOGE Mass Layoffs: What Federal Employees Need to Know
The 2025 federal layoffs were part of the second Trump administration’s efforts to reduce the size of agencies while increasing executive power. This was carried out by DOGE, which is responsible for the vast majority of layoffs and forced resignations.
Countless agencies were affected by the mass federal layoffs, including NASA, the Department of Education, the IRS, the U.S. Department of Veterans Affairs (VA), the Consumer Financial Protection Bureau (CFPB), and USAID.
How the 2025 Federal Mass Layoffs Were Implemented
There were multiple tactics the Trump administration and DOGE used to accomplish this massive reduction in the federal workforce.
- Schedule Policy/Career (Previously Schedule F): Executive Order 14171, “Restoring Accountability to Policy-influencing Positions Within the Federal Workforce,” reduced protections for tenured federal employees and granted more executive control over termination decisions.
- Return-to-Office Initiatives: Civil servants in multiple agencies were ordered to return to work five days a week with mandated in-office hours. Many remote workers were asked to relocate to the Washington, DC area in order to maintain employment.
- Performance Dismissals: Federal employees were terminated from positions due to allegedly poor performance reviews.
- The Deferred Resignation Program: This voluntary resignation program allowed employees to leave federal service and still remain on the government payroll until a specified period.
- Termination of Probationary Employees: Many employees who were still in their first year or two years of service were terminated as they have fewer protections compared to career federal employees.
Was This Really a Reduction in Force (RIF) Under the New Administration?
The main questions surrounding the DOGE actions are whether the massive layoff was actually a reduction in force (RIF); and if it was an RIF, did these actions follow procedures governed by 5 U.S.C. Chapter 35 and OPM regulations in 5 C.F.R. Part 351.
Typical RIF Procedures
When an RIF is carried out by the government, it’s typically due to a shortage of work, lack of funding, ending certain positions, or part of a reorganization. There is usually a 60-day notice before separation that explains the reason(s) for the reduction in force and includes the right to appeal.
During these traditional RIFs, agencies consider factors such as veterans’ preference, tenure within the agency, length of service, and performance reviews.
What Makes the DOGE-Related Layoffs Different
With the DOGE-related mass layoffs, some have alleged that proper procedure was not followed.
There are also questions as to whether the agency themselves were able to assess staffing needs independent of DOGE or the administration. The actions taken may be considered procedurally defective if these agencies were not allowed to exercise their own statutory authority.
Challenging an RIF Through the Merit Systems Protection Board (MSPB)
If courts find that DOGE and the administration bypassed the procedures of a lawful RIF, federal employees may be entitled to reinstatement or back pay. These matters could be raised through the Merit Systems Protection Board (MSPB).
However, an RIF appeal needs to be filed with the MSPB within 30 days of the RIF action or receipt of the RIF-related decision, whichever comes later. Since the DOGE layoffs occurred in 2025, it might not be possible to challenge the RIF through the MSPB.
Even though this deadline may have likely elapsed for you, it’s worth discussing what happened with our MSPB lawyers. We can review what happened, determine if there are remedies through the MSPB, and discuss other legal options that may be available.
Other Potential Legal Issues Surrounding DOGE and the 2025 Federal Mass Layoffs
In addition to circumventing federal RIF procedures, a number of other legal concerns have been raised surrounding DOGE and the rights of federal employees who were part of the 2025 mass layoffs.
Issues with the OPM Exceeding Statutory Authority
The U.S. Office of Personnel Management (OPM) is the federal government’s primary human resources agency. As we noted above, federal agencies tend to have their own authority over hiring and firing personnel. There are questions as to whether the OPM under DOGE exceeded its statutory authority as part of the mass layoffs.
Lack of Documentation Regarding Poor Performance
Some federal employees were let go due to poor performance evaluations on the job. However, some of these employees had strong and positive reviews but were let go regardless of past performance or were let go without a negative assessment or reports of misconduct.
Use of Flawed Data and Inaccurate Personnel Records
There are some concerns that DOGE based its layoff recommendations on flawed data or inaccurate HR databases. This could include inaccurate job descriptions for some employees or inaccurate performance ratings that may have contributed to dismissal.
Concerns Regarding Due Process
There may be issues with a career federal worker’s due process regarding termination if they were not provided with adequate notice or explanation of termination or they lacked an opportunity to respond.
The Political Motivations of the Mass Layoffs
There are concerns that some of the DOGE-related layoffs were made on partisan political grounds. Federal employment is ideally designed to focus on merit rather than ideology or party affiliation.
What Federal Employees Can Do If They Were Part of the 2025 Mass Layoffs
If you were involved in the 2025 DOGE layoffs and are curious about your rights as a federal employee, we recommend the following steps.
Secure Employment Records and Key Documents
If you still have access to any of the following evidence, be sure to save copies for your records:
- Emails and work-related communications
- Notices regarding employment
- Performance reviews
- Awards or other job recognition
- SF-50s
- Remote work agreements
- Vacation and leave records
Pay special attention to any communications regarding discrimination complaints, whistleblowing activities, activities with your union, and disability accommodations.
Speak with a Federal Employment Attorney
Be sure to speak with a federal employment attorney about what happened. This especially true if any of the following situations apply:
- You received any type of termination notice
- You did not receive 60 days notice of an RIF
- You were let go for performance despite a strong record
- Your agency is being dismantled
- You may have been mislabeled a probationary employee
- You are a veteran who was laid off
- You were laid off soon after a protected activity
- You’ve been asked to sign employment-related documents
Why Federal Workers Trust The Bell Law Group
Established in 2002, The Bell Law Group has tirelessly fought for federal workers and their rights. We are prepared to look into the DOGE layoffs and the massive RIF and help identify potential legal recourse for public servants who were senselessly removed from their roles.
We Focus on Employment Law
The Bell Law Group focuses on employment law and the rights of workers. We’ve represented people throughout New York and federal employees all over the United States.
Our law firm has work on all kinds of employment law matters from whistleblower actions involving the Office of Special Counsel (OSC) to disability disputes with the Federal Employees Retirement System (FERS). We understand the system and keep tabs on how changes affect the rights and protections of federal employees.
Our Attorneys Have 100+ Years of Combined Experience
The lawyers at The Bell Law Group have over a century of combined experience. Our employment attorneys take pride in the work we’ve done for civil servants and will continue to advocate for dedicated federal workers.
Members of our law firm have been featured in major news outlets, including the Wall Street Journal, Newsday, The New York Post, New York Daily News, and Yahoo Finance.
We Have a Record of Fighting for Federal Workers
The Bell Law Group has helped many federal employees over the years. This includes appeals with the MSPB, Equal Employment Opportunity (EEO) claims, and notices from the OPM.
Browse through our past case results. Our attorneys know how agencies operate and federal employment laws and procedures. We will work with you and for you to find a reasonable solution.
Consultations Are Free, Confidential, and No-Obligation
Many former federal employees hesitate to speak with legal representation. They’re worried about paying upfront costs, or that details of correspondence may leak out and jeopardize future job prospects.
At The Bell Law Group, consultations are free and completely confidential. What we discuss is private, and allows you to honestly talk about what happened regarding DOGE and the mass layoffs. Our lawyers will not pressure you into retaining our services. We simply want to hear you out, answer your questions, and help.
Frequently Asked Questions About DOGE Layoff Claims
Below are some of the most common questions we’ve seen about DOGE and the 2025 federal mass layoffs.
Can I be fired without cause during a DOGE audit?
Generally speaking, no. The kinds of legal protection available to you will depend on whether you are a career/tenured federal employee or a probationary employee.
- For career federal employees, the government will typically require cause to fire you, such as misconduct, poor performance, or a reduction in force. Agencies are still required to provide notice and follow proper procedures.
- For probationary employees, there are fewer protections from being fired without cause. However, probationary employees can challenge their removal citing issues such as discrimination, political retaliation, whistleblower retaliation, and violations of procedure.
Do I have legal options if I accepted the “Fork in the Road” buyout/deferred resignation program?
Possibly not. By accepting the buyout, an employee waived their right to take legal action against the OPM. You could have a legal claim if you can prove that your resignation was actually involuntary and the result of coercion, duress, or misrepresentation.
If you did not participate in the deferred resignation program, you did not waive your right to take legal action.
How does Veteran’s Preference affect my retention standing in the DOGE layoffs?
In traditional reductions in force, federal agencies must provide eligible veterans with preferential retention over non-veterans who are in a similar situation. If you are a veteran who got laid off from your agency, there’s a chance that normal RIF procedures were not followed, which could mean you have legal options.
What legal recourse do I have if my agency failed to follow the 60-day RIF notice requirement?
It depends on your situation, but if the agency failed to provide proper notice (which is part of regular RIF procedure), you might be able to seek back pay or file a union grievance. It’s important that you speak with the team here at The Bell Law Group about what happened.
Be sure to retain any RIP notices, emails from members of your agency or the OPM, performance reviews, paperwork regarding severance, and any SF-50s.
Request a Free and Confidential Consultation at The Bell Law Group
If you were affected by the federal mass layoffs of 2025, you need a firm that’s not afraid to advocate for you. Current federal employees and past public servants can count on The Bell Law Group for clear-eyed and strong counsel. Our DOGE layoff lawyers are ready to listen and provide honest answers about your best path forward. For a free, confidential, and no-obligation consultation, contact our law firm today.
