Will Trump’s Telework Mandate Improve Government Efficiency or Hinder Productivity?

Are private sector jobs next?

By Disha Patel '28

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On January 20th, 2025, President Donald Trump issued an executive order mandating all federal workers to “terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis.” (1) Trump’s motivation being his belief that the empty federal office buildings served as a “national embarrassment.” (2)

The return-to-office (RTO) order, framed as a directive measure to enhance efficiency and foster collaboration within the workplace, sparked a wave of discussion about what the future now holds. (3) The U.S. Office of Personnel Management (OPM) issued this guidance under the Telework Enhancement Act of 2010, a law designed to expand work-from-home opportunities within the federal government, hoping for more productivity and an enhanced work-life balance. (4) More specifically, the Telework Enhancement Act of 2010 (5 U.S.C. §§ 6501-6506) ensures “that telework does not diminish employee performance or agency operations.” (5) Now, this shift away from telework calls into question what Trump’s executive order means for federal workers as it challenges the intentions of the act. While the order does not directly invalidate the Telework Enhancement Act, it does raise concerns about the contents undermining the objective of the act.

A major justification for the mandate is the belief that immediately returning to in-person work will enhance government efficiency. (6) However, according to the U.S. Government Accountability Office (GAO) report (GAO-24-107162), telework provides a better work life balance while allowing agencies to “accomplish their missions during times of disruption—such as during the COVID-19 pandemic.” (7) These practices offer benefits to federal agencies and the federal workforce as a whole by improving recruitment and retention of employees. (8)

The previously mentioned executive order instructs immediate compliance, which may not be feasible for all, ultimately jeopardizing the “retention of employees.” The administration emphasizes how the COVID-19 pandemic has forced workers to grow accustomed to their hybrid work-life arrangements, leaving federal offices empty. (9) Many workers who have relocated due to their long-term telework policies now face a difficult decision about their employment status, for some, not leaving much of a decision at all. (10) Individuals with disabilities, managing illnesses, frequent travelers, or even those handling multiple jobs are at risk. Sections 501 and 505 of the Rehabilitation Act of 1973 (29 U.S.C. § 791, § 794a) emphasize the importance of federal agencies and employers giving reasonable accommodations to individuals facing disabilities. (11) This mandate continues to impact these individuals, inevitably raising legal concerns regarding workplace inclusivity and accessibility.

Elon Musk, the billionaire head of the Department of Government Efficiency (DOGE), emphasized the necessity for immediate compliance with the mandate. (12) “Starting this week those who still fail to return to office will be placed on administrative leave,” Musk wrote. (13) Shortly after, emails were sent to employees in Securities and Exchange Commission, National Oceanic Atmospheric Administration, the Centers for Disease Control and Prevention and other federal agencies requesting to reply with “what [they] accomplished at work last week” and again a failure to reply would be considered a resignation. (14) A wave of discussion emerged regarding the targeted job cuts from DOGE. (15) In response, federal workers had lawsuits filed regarding Musk’s violation of the law by threatening employees to justify their accomplishments. (16) Now, the mandate and Musk’s enforcement methods question the disregarded workplace protections and due process.

The question now arises: What does this mean for private sector jobs? Beyond this mandate, according to the U.S. Government Accountability Office (GAO), telework as a whole has been successful. (17) If larger corporations begin to adopt similar return-to-office policies, especially in industries involving technology, finance, and consulting, where telework is a regular practice, they may face reduced flexibility and overall resistance from employees.  Hybrid work is not about where individuals work, but to a greater extent, how the system is built to let them thrive and ensure the team stays connected. (18) As these changes unfold on a federal level, concerns begin to rise that such policies may seep into the futures of private sector jobs, reshaping the future for remote work.

Considering the efficiency of this mandate, some may consider it to be a big step in the growth of our economy, as productivity is at its highest. (19) Supporters argue that in-person work will foster collaboration and productivity, which restores the traditional workplace structure. However, critics caution that it may make federal jobs less appealing, diminish determination, and increase turnover. (20) For workers who have been accustomed to the flexibility, the sudden loss of autonomy over their environments may lead to disengagement or even resignations. 

Moreover, the conflicts and legal challenges between the Telework Enhancement Act of 2010 and Trump’s mandate continue to be an unresolved topic of discussion. The mandate could face scrutiny, especially if employees facing medical limitations are not accounted for. With this shift, federal governments continue testing the limits of what the modern workforce should look like. Ultimately, whether this mandate accomplishes Trump’s intended goals or not, it is a turning point that may influence workplace policies across the country. 

Endnotes 

1. The White House. “Return to In-Person Work – the White House.” The White House, January 20, 2025. https://www.whitehouse.gov/presidential-actions/2025/01/return-to-in-person-work/.

2. Chcoc.gov. “Guidance on Presidential Memorandum Return to In-Person Work | CHCOC,” 2025. https://chcoc.gov/content/guidance-presidential-memorandum-return-person-work.

3. Ibid.

4. Ibid.

5. Sarbanes, John P. “Text - H.R.1722 - 111th Congress (2009-2010): Telework Enhancement Act of 2010.” www.congress.gov, December 9, 2010. https://www.congress.gov/bill/111th-congress/house-bill/1722/text.

6. Ibid.

7. Office, Accountability. “Federal Telework: Selected Agencies Need to Evaluate the Potential Effects on Agency Performance.” Gao.gov, 2024. https://www.gao.gov/products/gao-25-106316.

8. Ibid.

9. Ibid.

10. Sahadi, Jeanne. “Trump Wants Federal Workers Back at Their Desks. Why That May Be Harder than It Sounds.” CNN, January 23, 2025. https://www.cnn.com/2025/01/23/business/trump-federal-workers-rto-mandate/index.html.

11. US EEOC. “Sections 501 and 505 of the Rehabilitation Act of 1973,” 2024. https://www.eeoc.gov/statutes/sections-501-and-505-rehabilitation-act-1973.

12. Ibid.

13. Ibid.

14. Ibid.

15. Ibid.

16. Valencia, Jamel. “Elon Musk Mandates Federal Workers Return to Office or Face Administrative Leave.” KFOX, February 24, 2025. https://kfoxtv.com/news/nation-world/elon-musk-mandates-federal-workers-return-to-office-or-face-administrative-leave-trump-administration.

17. Ibid.

18. Bladen, Dan. “Trump’s Return to Office Mandate: How Global Workplaces Bridge the Flexibility Divide - Kadence.” Kadence, January 22, 2025. https://kadence.co/news/trump-return-to-office/.

19. Ibid.

20. Ibid.