In recent discussions about the Trump administration’s workforce reductions, the focus often lands on a specific group of federal employees: those labeled as “probationary.”
At the IRS, 6,700 employees under this category are being dismissed. Similarly, the Department of Health and Human Services has reportedly seen potential cutbacks affecting up to 5,200 individuals. The Pentagon recently declared its intention to terminate 5,400 jobs, and the Forest Service might see a reduction of 3,400 workers.
These “probationary” employees, who generally have been in their current roles for less than a year or two, are particularly vulnerable due to their limited job security. But who exactly are these individuals facing job loss, and what does it mean for them?
Probationary status in federal employment translates into a year-long period post-hiring, promotion, demotion, or reassignment during which employees are evaluated. For those in “excepted” service roles, where the usual competitive selection processes are bypassed, this probation can extend to two years.
During this probation, an employee can face termination without much resistance from a procedural standpoint, provided their supervisors demonstrate that their work performance or conduct doesn’t meet the required standards. However, terminations citing inadequate performance are often issued without tangible evidence. Probationary employees can contest their dismissal if they suspect it was driven by political bias or discrimination.
Once the probationary phase concludes, employees gain stronger rights, allowing them to appeal firings through the Merit Systems Protection Board. Here, the agency must substantiate that an employee was not performing adequately or that their role has become redundant.
Meanwhile, nonprobationary employees are often let go through a “reduction in force” process, which comes into play when agencies face budget cuts or function terminations. This process, too, is governed by intricate rules.
Currently, there isn’t an official federal record specifically identifying those on probation, but the Partnership for Public Service has done some groundwork. Drawing on hiring data and 2024 estimations, this nonprofit estimates about 250,000 probationary workers across the government. This accounts for roughly 11% of the federal civilian workforce, excluding Postal Service employees.
Although the numbers of those affected haven’t yet approached such high figures, these dismissals are likely not entirely finished.
Demographically, about 27% of these probationary employees are under 30, making them notably younger than the general federal workforce. During Biden’s presidency, the government actively recruited medical professionals and cybersecurity experts, partly to enhance veteran services. These individuals have valuable skills that make them highly attractive to the private sector, adding to the challenge of rehiring them in the future.
Jenny Mattingley, vice president for federal affairs at the partnership, emphasized the vital skills these young workers bring. “That’s why they were just hired, and then we sent them out the door,” she remarked.
Not every probationary employee is a fresh recruit. Many possess years of specialized experience. One such employee, preferring to remain unnamed, detailed the nation’s airspace for the Federal Aviation Administration. With a master’s degree in geospatial intelligence, she had served in this role as a contractor for three years before being officially hired. She was terminated just three weeks shy of completing her probation period, becoming one of three out of a 12-member team to face cuts.
Expressing concern for the future of air travel and public safety, she shared that her union is challenging the dismissal, citing consistently positive reviews and a recent promotion as grounds for reversal.
The fight against these terminations isn’t quieting down. Several lawsuits have cropped up in response. Legal teams have already submitted a class action complaint on behalf of the dismissed probationary workers to the Office of Special Counsel, charged with safeguarding whistleblower rights. The head of this office recently suggested a pause on these terminations to evaluate procedural propriety, with the Merit Systems Protection Board now handling these requests.
Furthermore, federal employee unions have filed lawsuits over what they see as sweeping terminations by the White House. A judge denied a temporary hold in this matter, directing it to the Federal Labor Relations Authority instead.
Separately, a coalition of unions is challenging the Office of Personnel Management, arguing it overstepped its authority in enforcing these firings. This legal battle remains ongoing.
Niraj Chokshi contributed to this report.
