Federal Terminations: A Systematic Setback for Military Families
NMFA is deeply concerned about the recent widespread terminations of federal workers and the devastating impact this is slated to have on America’s military families. Many of these employees are military spouses who sought federal employment for its stability, allowing them to navigate the unique challenges of military life. Others are veterans seeking federal civilian careers after transitioning from years of dedicated military service. These terminations not only threaten the financial stability of military families but also stand to undermine military readiness.
Military spouses already face an unemployment rate five times the national average, largely due to frequent relocations, deployments, and career disruptions that come with military life. Despite constant moves, federal employment has long been positioned as a solution to these struggles, offering job continuity and career growth. However, many military spouses are learning that their service member’s career isn’t the only thing standing in their way.
“I am a military spouse trying to return to federal civilian service,” shared an Army spouse who recently had her federal job offer rescinded.
“I received and accepted a final job offer with the U.S. Army Corps of Engineers, secured childcare for my four kids, and prepared to begin work. Then, just days before my start date, I was told not to report because of my probationary status. Now, I am left in limbo—waiting for a decision that directly affects my family’s livelihood while still paying for the childcare I had secured for my job.”
The Devastating Impact on Military Families
The consequences of these layoffs are more than just numbers—they are personal stories of hardship, sacrifice, and injustice. Military spouses and veterans who have served their country—whether in uniform or support roles—are now facing unexpected and unfair job losses. This threatens their families’ financial well-being and weakens the overall stability of our military community.
“For seven years, I have worked tirelessly in federal service despite constant moves due to my husband’s career,” shared a Navy spouse. “Every time I transferred, I had to restart my probationary period. I had finally met the career tenure requirements, but because of another move, I had to start all over again. Now, I face the real possibility of termination simply for following my husband’s orders. The stress is overwhelming, especially with an upcoming deployment.”
Army spouse Laura, an NMFA Scholarship recipient, was also impacted: “The layoffs directly affected my employment. After years of effort, I finally landed my dream job at the IRS, working as a tax compliance officer. I was laid off on February 19, 2025, simply because I hadn’t been with the agency for a full year. I sacrificed so much—commuting an hour each way, training, and dedicating myself to my work—only to be back to square one, job hunting…again.”
The ripple effects of these layoffs extend beyond individual employees. A male Army spouse who works for the EPA raised concerns about policy inconsistencies that threaten his ability to care for his injured spouse.
“As an EPA employee and military spouse, remote work has been critical in allowing me to care for my wife, an active-duty service member who suffered a traumatic brain injury. Now, the EPA is selectively applying return-to-office policies that disregard OPM guidance meant to protect military spouses. Losing my remote status could cost me my job—and my ability to care for my wife.”
These stories highlight a harsh reality: service to one’s country, whether through military duty or federal employment, is no longer a safeguard against career instability. Instead, it has become a liability.
The Urgent Need for Action
NMFA urges immediate intervention to protect military spouses and transitioning veterans from these mass terminations. Specifically, we call for:
- Exemptions for Active-Duty Military Spouses
- Protection from termination due to tenure status, as their status often resets with each military-mandated relocation.
- Exemption from Return to Office (RTO) policies for those with existing remote OR telework agreements. OPM’s Feb 12 guidance only specifies military spouses who held remote agreements. This guidance should be revised and widely disseminated to clarify and include military spouses with telework agreements.
- Immediate reinstatement for military spouses terminated under these circumstances, with no loss of service time or benefits.
- Exemptions for Veterans Within Two Years of Transition
- Protection from termination due to tenure status, recognizing their transition from military service.
- Immediate reinstatement for recent veterans, with no loss of service time or benefits.
These measures are not just about fairness—they are critical to military readiness and national security. Financial stability is not a privilege; it is a necessity that directly impacts mental health, family resilience, and the long-term sustainability needed for an all-volunteer force.
Take Action Now
NMFA is urging the Administration and Congress to take immediate steps to ensure that military spouses and transitioning veterans are not collateral damage in current and future workforce reduction efforts. Whether directly or indirectly, they have already given their time, talent, and dedication to this country through personal and professional sacrifices.
Military families have always stood by this nation through every war, deployment, and hardship. Now, it’s time for the nation to stand by them.
Their future—and our nation’s readiness—depends on it.
