The Office of Personnel Management (OPM) has issued a revised guide to telework and remote work. It has been updated to assist agencies in making sure their telework policies comply with President Trump’s memo issued in January 2025 that directed agencies to end remote work arrangements for most employees.
On the day he took office, Trump issued a memo which stated that agencies are to “…take all necessary steps to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis…”
OPM noted that its revised guide to telework and remote work (the guide) has been updated to comply with this presidential memorandum as well as to supplement and incorporate other guidance issued after the presidential memorandum, such as OPM’s frequently asked questions about the return to in-person work directive.
With respect to the president’s directive to return federal employees to in-person work, the guide states:
Generally, an employee will perform his or her entire bi-weekly work requirement at an agency worksite (or will take approved leave or other approved time off), unless covered by an exemption due to a disability, qualifying medical condition, or other compelling reason certified by the agency head, consistent with OPM and OMB Governmentwide policy or other specific law or legal authority. Agencies should establish policies and procedures to monitor and verify that employees are working full-time, in-person at the assigned agency worksite or an approved alternative worksite under a qualifying exemption.
The guide also states:
While Federal agencies have discretion to approve various types of telework arrangements, agency policies must be consistent with any Presidential directive, OPM and OMB Governmentwide policy guidance, and applicable law or other legal authority before approving any routine or regular and recurring telework arrangement. The starting presumption should be that an employee will generally perform his or her entire bi-weekly work requirement at an agency worksite (or will take approved leave or other approved time off), unless covered by an exemption due to a disability, qualifying medical condition, or other compelling reason certified by the agency head, consistent with OPM and OMB Governmentwide policy, and specific law or other legal authority.
Telework
The guide states, “Telework is a discretionary management tool that should be used sparingly and only when an employee agrees to the arrangement.” It outlines guidance for agencies based on this principle.
The guide distinguishes between two types of telework: situational (unscheduled) and routine (regular and recurring).
Situational telework is granted on a case-by-case basis, typically for weather emergencies, short-term health limitations, or religious accommodations. Routine telework requires a written agreement with specified schedules and is generally only permitted if the employee has an approved exemption from the full-time in-person requirement.
Employees cannot demand telework as a right, nor are they obligated to participate. Telework eligibility depends on job duties, employee performance, and compliance with a written telework agreement, and agencies must ensure telework does not diminish performance or operations. Training for both employees and supervisors is mandatory, and telework agreements must detail work expectations, official worksites for pay purposes, reporting requirements, and provisions for termination.
Agencies are required to develop telework policies that define eligibility criteria, outline processes for approving and terminating telework agreements, and incorporate telework into continuity of operations plans (COOP) for emergencies. Every telework participant must complete required training and sign a written telework agreement, which specifies the term, type of telework, worksite location, expectations for performance and communication, and any equipment or cost arrangements. Agencies also have authority to terminate agreements at any time—especially if telework diminishes performance, violates policy, or follows disciplinary issues.
Remote Work
The guide notes that remote work is a separate arrangement where an employee performs all official duties from an alternative worksite and does not regularly report to an agency office. Unlike telework, remote work is not governed by 5 U.S.C. Chapter 65 but still requires adherence to OPM and OMB policy guidance.
The guide states, “Generally, an agency should not approve remote work agreements unless authorized by a Governmentwide or agency-approved exemption or exception to in-person work consistent with OPM and OMB policy guidance or specific legal authority.”
Remote work should be rare and generally limited to employees with approved exemptions, such as for disabilities, medical conditions, or other compelling reasons, including certain military or foreign service spouse situations. Agencies must carefully evaluate remote work proposals, document official worksites for pay and locality purposes, and conduct cost-benefit analyses that consider effects on mission performance, operational expenses, and potential relocation or severance obligations. Written remote work agreements must include duty station details, expectations, communication requirements, and conditions for termination or reassignment.
See the revised OPM guide on the OPM website: Guide to Telework and Remote
Work in the Federal Government.
