Federal agencies can exercise discretion in return-to-office mandates, as noted by the National Academy of Public Administration. A sharp deviation from prior telework practices is required by the Trump administration’s order. However, exemptions can be granted for disabilities and other compelling reasons. Agencies need flexibility to meet performance targets while considering the effects on organizational health, engagement, and costs. Data shows that offsite work improves recruitment and retention, particularly for younger workers who value work-life balance. The FDA’s recent decision to allow additional telework reflects changing needs and adaptability in federal policies.
The white paper from the National Academy of Public Administration emphasizes that the return-to-office order requires significant changes in remote work practices for federal agencies.
Offsite work serves as a strong recruitment and retention tool, with many workers, especially younger individuals, valuing work-life balance more than salary.
Agencies should consider organizational performance, costs, and employee engagement when determining telework policies, adapting these policies as environmental conditions change.
The FDA's response illustrates flexibility, as it reversed its RTO mandate, allowing certain staff to resume telework, highlighting the adaptation of agencies to changing environments.
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