House Republicans have tried and failed to scale back federal telework

House Republicans regained a majority in 2022 with ambitious plans to curtail the widespread remote work arrangements adopted by federal employees since the onset of COVID-19. However, as the 118th Congress nears the end of productive work and election season gets underway, their efforts appear to have yielded little progress.

Throughout the year, GOP appropriators have included various provisions in their bills aimed at measuring and reducing the prevalence of telework within federal agencies. For instance, one proposal would have required the Equal Employment Opportunity Commission to report all personnel allowed to work remotely on a permanent basis.

Another directive sought to have the Labor Department document employees receiving D.C.-area pay rates without regularly attending their offices. Additional measures included barring the Defense Department from covering teleworking costs and reducing the Social Security Administration’s budget for its capital branch.

These initiatives have met strong resistance from labor unions representing federal workers. Jacqueline Simon, public policy director of the American Federation of Government Employees, criticized the GOP’s approach as contradictory. “These are the same people who are great advocates of the federal government following the private sector, and a smaller percentage of the federal workforce does telework than the private sector,” Simon remarked.

The challenge for these House Republicans was compounded by the political landscape, with Democrats controlling the Senate and the White House. This dynamic made it difficult for the GOP to advance any of its priorities, including the rollback of remote work.

In addition to Democratic opposition, internal conflicts within the GOP further hampered its legislative efforts. Disputes among House Republicans jeopardized the passage of key appropriations bills, such as the Labor-HHS-Education bill. These disagreements led to an early start of the traditional August recess, as leaders sought to avoid more failed votes and potential embarrassments.

Doreen Greenwald, President of the National Treasury Employees Union, expressed disappointment in the Republicans’ stance. “It’s unfortunate that some House Republicans would rather question the commitment and dedication of our nation’s public servants than adequately fund their agencies,” she said. Greenwald emphasized the efficacy of telework, urging lawmakers to focus on properly funding the government.

Recent accusations by House Oversight Chairman James Comer (R-Ky.) against the Biden administration further complicate the issue, highlighting a growing trend of politicization of workplace policies. Comer accused the Biden administration of allowing telework for federal employees to secure their votes. Such claims, however, divert attention from factual decision-making and risk undermining productivity, engagement, morale, retention, and recruitment within the federal workforce. Decisions about telework should be grounded in empirical evidence and aligned with the goals of enhancing productivity, improving employee engagement, and maintaining morale. When such decisions are politicized, the focus shifts from what is best for the workforce (and the taxpayer) to what benefits someone’s political agenda.

Contrary to Comer’s claims that we lack data on remote work, the White House Office of Personnel Management’s annual report revealed significant advantages to telework in terms of employee retention and engagement.

Fully 68 percent of frequent remote federal workers expressed intentions to remain in their roles, compared to a mere 53 percent of those who do not telework. Engagement levels also soar among frequent teleworkers, with a staggering 77 percent reporting high levels of engagement, compared to just 59 percent among their office-bound counterparts.

The performance benefits are equally striking. More than 84 percent of employees and managers acknowledge improvements in work quality and customer satisfaction due to remote work. These findings underscore the positive impact of telework on employee retention, engagement, and performance.

The same office’s Federal Employee Viewpoint Survey found that more than 62 percent of federal employees report being “very satisfied” with their current work schedules, and more than 26 percent indicate they are “satisfied,” for a total of 88 percent. Ninety percent either “strongly agree” or “agree” that their current work schedules enable them to work productively. These statistics paint a clear picture: telework is not just a temporary solution but a beneficial arrangement that enhances the effectiveness and satisfaction of federal employees.

On the other hand, there is no evidence that unsettling current work arrangements will yield benefits. Under the current structure, 39 percent of federal employees work remotely at least three days a week. The push to reduce telework lacks empirical support and disregards the positive outcomes demonstrated by existing data.

The debate over remote work for federal employees highlights the broader tensions between traditional workplace norms and evolving work models. As the federal workforce continues to navigate the post-pandemic landscape, the future of telework remains a contentious issue. Despite Republican efforts to roll back remote work, the combined resistance from labor unions, political opposition, and internal party conflicts have significantly stalled their progress.

The debate over remote work for federal employees underscores a critical nexus in modern workplace policy. The benefits of telework are clear: higher retention rates, increased employee engagement, improved productivity, and greater satisfaction among federal workers.

As we navigate the post-pandemic landscape, it is essential that decisions about telework be grounded in empirical evidence rather than a political agenda. The data unequivocally supports the positive impact of telework on the federal workforce. Moving forward, policymakers must focus on leveraging this evidence to create flexible, productive, and satisfying work environments for federal employees.

Prioritizing data-driven decisions will ensure that the federal government can effectively serve the American people while maintaining a committed and engaged workforce.

Gleb Tsipursky, PhD, is CEO of the hybrid work consultancy Disaster Avoidance Experts and the author of “Returning to the Office and Leading Hybrid and Remote Teams.“