In a memorandum dated January 27, 2025, the Office of Management and Budget (OMB) and the Office of Personnel Management (OPM) outlined directives for federal agencies to facilitate the return of employees to in-person work. Notably, the guidance provides specific considerations for military spouses employed within federal agencies.
The memorandum defines “eligible employees” as those expected to return to full-time in-person work, with exceptions granted for individuals with disabilities, qualifying medical conditions, or other compelling reasons certified by agency heads and supervisors. Importantly, it specifies that agencies should exclude military spouses working remotely under the Military Spouse Employment Act (Pub. L. 118–31, div. A, title XI, § 1112, codified at 5 USC § 3330d) from the mandate to return to in-person work.
Furthermore, agencies are instructed to develop implementation plans that include criteria for determining “other compelling reasons” for exemptions from the return-to-office directive. This includes identifying limited, discrete categories, such as military spouses working remotely, where categorical or indefinite exemptions may be granted.
These provisions underscore the administration’s recognition of the unique challenges faced by military families and its commitment to supporting military spouses in maintaining their federal employment while accommodating the demands of military life. This has been a major push over the past several years, where government agencies have worked to make fully remote federal positions accessible to military spouses, who have faced systemic underemployment caused by the need to travel to support a spouse’s military career. These efforts have included helping spouses pursue security clearance and national security work.
For military spouses currently engaged in remote federal work, this guidance offers clarity and assurance that their employment arrangements should be respected under the new return-to-office policies. Agencies are encouraged to carefully consider these exemptions in their implementation plans, ensuring that the needs of military families are thoughtfully addressed during this transition.
As federal agencies move forward with their return-to-office plans, it is essential for military spouses and other eligible employees to stay informed about their agency’s specific policies and to engage in open communication with supervisors and human resources departments to understand how these directives may impact their individual circumstances.
