A Civil Servant’s Guide to Reductions in Force

This guide is a practical resource for federal employees who may be affected by a Reduction in Force (RIF). It explains what a RIF is, outlines your legal rights and benefits, and offers clear steps to take before and after receiving notice. Whether you’re preparing proactively or navigating a sudden separation, this guide brings together reliable information, helpful tools, and trusted support networks—all in one place.

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Know your rights. Understand your options. Take steps early.
This guide is a practical resource for federal employees who may be affected by a Reduction in Force (RIF). It explains what a RIF is, outlines your legal rights and benefits, and offers clear steps to take before and after receiving notice. Whether you’re preparing proactively or navigating a sudden separation, this guide brings together reliable information, helpful tools, and trusted support networks—all in one place.

What is a RIF?

A Reduction in Force (RIF) is the federal government’s formal process for separating or reassigning employees due to:

Lack of funds
Lack of work
Agency reorganization
Transfer of function or position abolishment

A RIF is not a disciplinary action, and it must follow regulations found in 5 CFR Part 351. Agencies must use specific, objective criteria to determine which positions are impacted.

Key factors used to determine retention:

Type of appointment (career, career-conditional, etc.)
Veterans’ preference
Length of service
Recent performance ratings
OPM: Employee Guide to RIFs

What Are Your Rights?

If you’re subject to a RIF, you have legal rights under federal law:

Written notice – At least 60 days in advance (unless OPM allows 30 days’ notice for RIFs due to unforeseen circumstances)
Retention standing – You can request your retention register information
Appeal rights – You may appeal to the Merit Systems Protection Board (MSPB)
Priority reemployment – Through CTAP/ICTAP
Veteran protections – If you’re eligible for veterans’ preference
Union representation – If you are in a bargaining unit
Legal help – Free support is available through the Rise Up: Federal Workers Legal Defense Network

Preparing for a Possible RIF

If you sense a RIF might be coming—or just want to be ready—here are key actions to take now, adapted from FedsForward:

Documents to Gather:

Download your SF-50s and Official Personnel Folder (OPF) via eOPF
Save the last 18 months of pay stubs and W-2s
Get copies of recent performance appraisals
Print or download your TSP account records (tsp.gov)
Review your leave balances and tax info (IRS transcripts)

Prepare a “Virtual Go Bag”

Update your USAJOBS profile and resume
Switch your W-2 and personnel correspondence to a personal email and mailing address
Back up your HR contacts and work documents to a personal device

RIF Severance Calculator
Severance Pay Estimation Worksheet

If You Receive a RIF Notice

Take these steps immediately:

Day 1

Read the notice carefully—it must include your effective date and appeal rights
Request your retention standing info from HR
Download your SF-50, OPF, and benefits documentation
File for unemployment insurance in your state (CareerOneStop UI Directory)
Use up any FSA balance and check your leave cash-out eligibility
Contact a union rep or legal advisor

Within 30 Days

Explore ACA coverage (healthcare.gov)—COBRA may be more expensive
Apply for SNAP if your income drops below the threshold (USDA SNAP)
Apply for Medicaid or subsidized insurance
Begin outreach to job networks: agency alumni groups, professional associations, job boards

Reemployment, Severance, and Benefits

You may qualify for Priority Placement Programs (CTAP/ICTAP) if separated or downgraded
If you’re eligible, you may receive severance pay unless you accept another federal position
Your health insurance (FEHB) continues for 31 days after separation, with the option to continue under COBRA or switch to ACA
Retirement-eligible employees should explore VERA/VSIP options with HR

OPM Severance Pay Overview
OPM Healthcare FAQs

Frequently Asked Questions

These FAQs are adapted from the Partnership for Public Service’s RIF Q&As.

What is a Reduction in Force (RIF)?
A RIF is the federal term for layoffs, occurring when agencies need to downsize due to factors like budget cuts, reorganization, or lack of work.

How does the RIF process work?
Federal agencies determine the necessity and timing of a RIF. The process is governed by detailed regulations that outline how positions are identified for termination, ensuring decisions are not arbitrary. Factors considered include tenure status, veterans’ preference, length of service, job performance, and employment type (competitive or excepted service). Agencies may offer vacant positions to employees designated for separation but are not required to do so.

Which federal employees can be affected by a RIF?
RIFs can impact civil servants in both the competitive and excepted services, as well as career members of the Senior Executive Service (SES). Individual agencies develop their own RIF procedures for SES members, which must be primarily based on performance and approved by the Office of Personnel Management (OPM). Political appointees serve at the pleasure of the president and are not affected by RIFs.

How are employees notified of a RIF, and how much notice is given?
Agencies must provide written notice to employees designated for separation through a RIF at least 60 days prior to the separation date.

What are my appeal rights if I am separated due to a RIF?
Employees separated through a RIF have the right to appeal the decision to the Merit Systems Protection Board (MSPB) within 30 days of the effective date of the RIF action. Additionally, if an employee believes discrimination was a factor in their selection for separation, they may file a complaint with the Equal Employment Opportunity Commission (EEOC). Employees who believe their separation was in retaliation for whistleblowing may file a complaint with the Office of Special Counsel (OSC). Some employees in bargaining units may have alternative appeal rights and timelines depending on their collective bargaining agreements.

If I accept a lower-grade position due to a RIF, do I retain my previous grade and pay?
Employees who accept a lower-grade position as a result of a RIF are entitled to retain their former higher grade for two years, provided they have completed at least 52 consecutive weeks at the higher grade. This grade retention affects most benefits, including pay, retirement, life insurance, eligibility for training, noncompetitive promotions, and within-grade increases.

Am I eligible for severance pay if I am separated due to a RIF?
Eligibility for severance pay depends on various factors, including your appointment type and length of service. Detailed information on severance pay eligibility can be found on the OPM’s website.

Can I receive unemployment insurance if separated by a RIF?
Unemployment benefits are determined by state laws. If you are separated, you should file a claim for benefits at your state’s employment service office or unemployment insurance claims office.

What assistance is available to employees impacted by a RIF?
Agencies provide several programs to assist employees affected by a RIF:

Career Transition Assistance Plan (CTAP): An intra-agency program that helps surplus or displaced federal employees improve their chances of finding a new job within their agency by giving them selection priority over other applicants, provided they are qualified for the job.

Interagency Career Transition Assistance Plan (ICTAP): A program that provides selection priority for displaced employees who have applied for positions in other federal agencies.

How can I ensure my personnel information is accurate?
Regularly review your SF-50 form and electronic Official Personnel Folder (eOPF) to ensure all information is correct. Report any discrepancies to your agency’s human resources department promptly.

What is the SF-50 form?
The Notification of Personnel Action Form (SF-50) documents information about a federal employee’s position, including personnel actions that affect their employment status, such as promotions, reassignments, or terminations. It is essential to save copies of your SF-50 for verification of employment details or to address future employment disputes.

What is an eOPF?
The electronic Official Personnel Folder (eOPF) is an online database containing federal employees’ personnel information. It allows employees to securely document and access their employment data. Access instructions may vary by agency; contact your human resources representative for assistance.

How do I know if I am part of the competitive, excepted, or Senior Executive Service?
Review Block 34 (“Position Occupied”) on your SF-50 form:

“1” indicates a competitive service appointment.
“2” indicates an excepted service appointment.
“3” indicates an SES general appointment.
“4” indicates an SES career reserved appointment.
If you see an asterisk in Block 34 or have additional questions, consult your agency’s human resources department.

If I am part of the competitive service, how do I know if I am a career or career-conditional employee?
Check Block 24 (“Tenure”) on your SF-50 form:

1 = Career appointment
2 = Career-conditional appointment
3 = Indefinite or temporary

If you’re not sure how to interpret your SF-50, contact your HR office or visit your eOPF portal.

Do excepted service employees have the same rights in a RIF as competitive service employees?
Not always. Excepted service employees (e.g., Schedule A, C, or D) may not be covered by the same RIF procedures as those in the competitive service. Agencies have discretion, and appeal rights may vary. You should consult your HR office to understand what rules apply to your position.

What happens if I decline a reassignment or job offer during a RIF?
If you decline a valid offer for a position at the same grade and commuting area, you may lose certain benefits, such as eligibility for severance pay or priority placement programs. Always speak to HR or legal counsel before making a decision.

Will a RIF affect my federal retirement benefits?
Possibly. If you are eligible for retirement, including early retirement under a Voluntary Early Retirement Authority (VERA), the impact may be minimized. If you are not retirement-eligible, you may still retain credit for your years of service if you are reemployed later. Talk to your agency’s benefits officer or consult OPM’s retirement guidance.

What’s the difference between CTAP and ICTAP?

CTAP applies within your current agency—you get priority for jobs being filled internally.
ICTAP applies across other federal agencies—you may be eligible for selection priority if you meet certain criteria (e.g., displaced due to RIF, separated involuntarily, etc.).
Learn more at OPM’s Career Transition page.

What should I do if I think my RIF is discriminatory or retaliatory?
You can file an appeal with the Merit Systems Protection Board (MSPB) or file a complaint with the Office of Special Counsel (OSC) or Equal Employment Opportunity Commission (EEOC), depending on the type of claim. You can also contact the Rise Up Legal Defense Network or your union for support.