Federal Workers Get New Administrative Leave Rules
Published Date: 6/29/2026
Proposed Rule
Summary
The Office of Personnel Management wants to update the rules about administrative leave, especially for programs where employees delay their resignation and other workforce changes. These updates clarify when agencies can accept or deny a request to take back a resignation. If approved, these changes will affect federal employees and agencies starting after the comment period ends on July 29, 2026, with no direct cost impact announced yet.
Analyzed Economic Effects
11 provisions identified: 6 benefits, 5 costs, 0 mixed.
Agencies get sole discretion
Agencies will have ‘‘sole and exclusive’’ discretion to decide whether to provide administrative leave. This means an agency can decide case-by-case whether to give administrative leave or to accept or deny a resignation withdrawal request.
Extended leave for deferred resignations
Agencies may provide extended periods of administrative leave to employees who sign written agreements to voluntarily separate on a future date, including use in deferred resignation programs and other workforce realignment initiatives. These extended periods are subject to Governmentwide or agency limits.
Administrative leave allowed during RIF notice
An agency may place an employee on administrative leave for all or part of a reduction-in-force (RIF) notice period if the agency determines it is appropriate and consistent with part 630, subpart N. The general rule that employees remain in duty status during the notice period now applies only in "ordinary circumstances."
No substituting admin leave for sick leave
Administrative leave may not be used for a purpose for which sick leave could be used under 5 CFR 630.401(a), unless specifically approved by Governmentwide policy issued by OPM or the President. An employee eligible for sick leave may still receive administrative leave when it is provided for another purpose.
Resignation withdrawal can be denied
An agency may, in its sole and exclusive discretion, accept or decline an employee's request to withdraw a resignation before it becomes effective. Acceptance of benefits provided under a deferred resignation agreement (such as paid administrative leave) is listed as a valid reason to decline withdrawal, and there is no authority to require repayment of administrative leave after it has been provided.
10-workday investigation limit clarified
Administrative leave may not be used for investigative purposes after an employee has reached the 10-workday calendar year limit in connection with a given investigation. If an investigation continues past that limit, agencies must use section 6329b investigative leave for the continuing investigation.
No admin leave for poll workers
Administrative leave may not be used to cover service by poll workers or poll observers in connection with elections. Employees may use accrued annual leave or other flexibilities to serve in those roles.
Up to 5 days for spouse relocation
Agencies may provide up to 5 days of administrative leave for a civilian employee who needs time off to effectuate a change in residence to accompany a qualifying spouse (a uniformed service member or civilian Federal employee) when the spouse's move is due to military orders or agency direction.
Rest after long deployments (2–3 days)
Agencies may provide administrative leave to allow employees to rest and recover following unusually lengthy tours of duty or extended travel for work purposes; the preamble gives the example of 2 to 3 days for wildland fire deployments.
Examples: voting, blood donation, EAP, early dismissal
The rule lists several acceptable uses of administrative leave, including providing time to vote on election day, donate blood, participate in employee assistance programs or orientation, and for early dismissal generally no more than 2 hours before a Federal public holiday as a morale gesture.
Prohibited use to mark a former official
Administrative leave may not be used to mark the memory of a deceased former Federal official. This prohibition is added to the specific prohibited uses agencies must follow.
Your PRIA Score
Personalized for You
How does this regulation affect your finances?
Sign up for a PRIA Policy Scan to see your personalized alignment score for this federal register document and every other regulation we track. We analyze your financial profile against policy provisions to show you exactly what matters to your wallet.
Key Dates
Department and Agencies
Related Federal Register Documents
2026-12976 — Uniform Allowances
Starting July 13, 2026, federal employees who get uniform allowances will see the maximum yearly amount jump to $1,500. This change makes sure the allowance keeps up with costs and clears up some confusing details. No one objected to this update, so it’s all set to roll out smoothly and help employees cover their uniform expenses better.
2026-11140 — Federal Independent Dispute Resolution Operations
Starting soon, health plans and insurers must share clearer info when they pay or deny surprise medical bills. They’ll use special codes to explain these decisions, especially when dealing with folks they don’t have contracts with. This helps patients and providers understand bills better and speeds up fixing disputes, with no extra costs for most people.
2026-07198 — Differential Pay for Prescribed Wildland Fire Activities
Federal employees who fight planned wildland fires could soon get a 25% pay boost for their risky work. This change affects General Schedule and Federal Wage System workers directly involved in controlling these fires. Comments on this proposal are open until June 15, 2026, so now’s the time to weigh in!
2026-07245 — Uniform Allowances
The Office of Personnel Management is boosting the yearly uniform allowance from $800 to $1,500 for federal employees who need uniforms. This change starts July 13, 2026, and helps agencies better manage uniform programs while clarifying what counts as a uniform versus protective gear. If no big complaints come in by May 14, 2026, the new rules will roll out smoothly, putting more money and clearer rules in employees’ pockets.
2026-05679 — Freedom of Information Act (FOIA) Regulations
The Office of Personnel Management (OPM) is officially pulling back a 2008 plan to update its Freedom of Information Act (FOIA) rules because the world has changed a lot since then. They’ll cook up fresh, modern updates soon to make it easier for everyone to request government info. No new costs or deadlines now, but stay tuned for smarter, faster FOIA rules coming your way!
2026-04377 — Reduction in Force
The Office of Personnel Management is updating the rules for Reduction in Force (RIF), which affects federal employees facing job cuts. The new rules focus more on job performance than how long someone has worked, and they tweak who’s protected from layoffs. These changes aim to make the process fairer and smoother, with a comment deadline on May 4, 2026.
Previous / Next Documents
Previous: 2026-13054 — Fisheries Off West Coast States; Coastal Pelagic Species Fisheries; Annual Specifications; 2026-2027 Annual Specifications and Management Measures for Pacific Sardine
Starting July 1, 2026, most commercial fishing for Pacific sardines off Washington, Oregon, and California will be paused to help the sardine population bounce back. Only limited fishing for live bait, small catches, or special permits will be allowed. This plan sets clear catch limits to protect the fish and supports a healthier ocean and fishing future.
Next: 2026-13076 — Endangered and Threatened Wildlife and Plants; 12-Month Finding and Proposed Rule To Revise Critical Habitat Designation for Southern California Steelhead
The government is proposing to change the protected area for Southern California steelhead by removing a 9-mile stretch of stream near Santa Felicia Dam. This change comes after reviewing new data and a request from the United Water Conservation District. People have until August 28, 2026, to share their thoughts, and this update could affect local water and land use plans.