Federal Telework Update: New Legislation and Recent Rulings Put Employee Rights in Focus

Telework continues to be a major concern for federal employees, especially as agencies enforce return-to-office requirements and workers face changes to arrangements they’ve relied on for years. Now, new legislation in Congress and recent decisions from the Federal Labor Relations Authority (FLRA) are bringing more attention to employee rights, workplace flexibility, and the role unions play in protecting negotiated agreements. While these developments don’t immediately change current telework policies, they are worth watching.

A New Bill Could Strengthen Telework Protections

On October 1, 2026, the Federal Telework Protection Act (H.R. 10713) was introduced in the House of Representatives. The bill aims to give federal employees a clearer and fairer process when requesting telework.

If passed, the legislation would:

• Require agencies to provide written explanations when telework requests are denied.

• Give employees a formal way to appeal certain telework decisions.

• Temporarily approve requests or appeals that go unanswered for 90 days.

• Require agencies to consider medical conditions, disabilities, caregiving responsibilities, and commuting time when reviewing requests.

• Protect employees from retaliation for requesting telework or filing an appeal.

• Preserve collective bargaining rights and negotiated telework agreements.

The bill would also prevent federal funds from being used to carry out certain return-to-office directives issued in January 2025.

It’s important to understand that this bill has not passed. These protections are being proposed and are not currently in effect.

Recent Labor Rulings Highlight the Importance of Union Agreements

While lawmakers debate new telework protections, recent FLRA decisions have raised important questions about whether agencies can disregard negotiated agreements when implementing return-to-office policies. In one September 2026 decision involving the Bureau of Engraving and Printing, the FLRA rejected the agency’s argument that a presidential return-to-office directive made an arbitration ruling involving telework provisions irrelevant.

In other words, a return-to-office directive does not automatically settle every dispute involving an existing union agreement. That matters because collective bargaining agreements establish workplace protections that agencies may still be required to follow. These decisions don’t guarantee telework for every federal employee. However, they show why negotiated agreements and the ability to challenge agency decisions remain important.

What Does This Mean for NAGE Members?

For many federal employees, telework is about more than convenience. It can affect commuting costs, family responsibilities, medical needs, and the ability to manage daily life.

NAGE believes workplace decisions should be fair, clearly communicated, and consistent with employees’ rights and applicable collective bargaining agreements.

For now, members should continue following their agency’s current telework requirements unless they receive official guidance stating otherwise.

If you have concerns about changes to your telework arrangement, a denied request, or how your agency is applying workplace policies, reach out to your NAGE local representative. Your union can help you better understand what protections may apply to your situation.

NAGE Will Continue to Keep Members Informed

The conversation surrounding federal telework is far from over. Between proposed legislation, ongoing legal challenges, and questions about existing union agreements, there are still important issues to be resolved. NAGE Federal Division will continue following these developments, sharing updates with members, and advocating for fair treatment and the protection of workplace rights.

Stay informed. Know your rights. Your union is here to represent you.

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Union membership gives federal employees a stronger voice in the workplace and helps support collective efforts to protect fair treatment, negotiated agreements, and employee rights.

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