Telework Reform Act of 2025
The Telework Reform Act of 2025 would overhaul how the federal government handles telework and remote work for its employees. It introduces formal definitions for agency-designated worksites, approved alternative worksites, telework, and remote work; creates a structured framework for eligibility, oversight, training, and performance management; and broadens the use of remote work alongside telework with specific rules on reporting, cybersecurity, and cost considerations. The bill also adds reporting requirements for agencies and the Office of Management and Budget (OMB), and creates targeted noncompetitive appointment authorities to recruit veterans and spouses of law enforcement personnel for remote-work positions. A seven-year pilot would allow noncompetitive appointments for spouses of law enforcement officers. Overall, it aims to standardize remote work practices, increase oversight, and encourage telework/remote work where feasible while preserving accountability and security. If enacted, agencies would need to establish formal processes and roles (e.g., Telework Managing Officers), implement training and monitoring systems, and regularly assess the effectiveness and cost of telework/remote work. The bill also sets travel-reimbursement limitations for remote workers within 75 miles of their agency’s designated site and requires ongoing data collection and studies to evaluate impacts on productivity, collaboration, and performance.
Key Points
- 1Definitions and framework for telework and remote work
- 2- Creates clear terms: agency-designated worksite, approved alternative worksite, remote work, and telework, distinguishing full-time remote work from other telework arrangements.
- 3Agency requirements and performance oversight
- 4- Telework/remote work eligibility and periodic reviews are required, with performance and agency needs guiding ongoing eligibility. Restrictions can be imposed if discipline, poor performance, or policy violations occur.
- 5Training, monitoring, and security
- 6- Requires training for managers, supervisors, and teleworkers; mandates systems to confirm employees are performing duties from approved worksites; directs guidelines on information security and reporting accuracy.
- 7Travel and reimbursement limits
- 8- For remote workers located within 75 miles of the agency worksite, travel reimbursement is limited unless travel is required during the workday and approved by the agency head.
- 9Regulatory framework and reporting
- 10- Establishes a new set of regulations (Chapter 65) to govern eligibility, geographic boundaries, and transition arrangements; mandates regular reporting by agencies (CHCOs, OMB, Comptroller General) on telework/remote work practices, cost savings, productivity, cybersecurity, and related issues.
- 11Noncompetitive appointments and a law enforcement spouse pilot
- 12- Allows noncompetitive appointments to remote work positions for qualified veterans or spouses of service members; creates a Law Enforcement Spouse Pilot Program (7-year window) to allow noncompetitive remote-work appointments for spouses of law enforcement officers, with required annual reports on program results.
- 13Technical amendments and compliance timeline
- 14- Requires CFR amendments to reflect the new definitions and worksite rules; sets deadlines for regulations, training, and agency reporting, along with regular reviews and updates.