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119-hr-5750119th CongressWALLET

EQUALS Act of 2025

Sponsored By: Representative Gill, Brandon [R-TX-26]

In Committee

Summary

This bill would _extend and standardize federal probationary and trial periods_. It would set a clear time frame and process for finalizing appointments, require formal fitness evaluations, and add notice and certification steps for agencies.

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Bill Overview

Analyzed Economic Effects

6 provisions identified: 1 benefits, 4 costs, 1 mixed.

Reinstatement and backpay for errors

If enacted, an agency head who failed to certify retention because of an administrative error could petition OPM within 30 days after a termination to ask for the employee's reinstatement. Employees reinstated under such petitions would be entitled to backpay under current law (5 U.S.C. 5596). These rules would take effect one year after enactment.

FAA and TSA covered by new rules

If enacted, the bill would add the new competitive-service probation and excepted-service trial rules to the list of authorities that apply to the FAA and TSA. That means FAA and TSA employees would be covered by the same probation and trial periods as other affected federal hires. This change would take effect upon enactment.

Longer lookback for performance actions

If enacted, the required period of "current continuous employment" used for certain performance-based adverse actions would be 2 years for most employees and 1 year for preference eligibles. The bill would amend multiple statutes that govern appeals and performance penalties to reflect that 1-year/2-year structure. These changes would apply to appointments made on or after the effective date, one year after enactment.

Longer probation for new federal hires

If enacted, new competitive-service hires would have to complete a probationary period before their appointment becomes final. The period would be 2 years for most hires and 1 year for preference eligibles. For jobs with required formal training or a required license, the 2‑year measure would run from training completion or license grant (1 year for preference eligibles). Agencies would need to give notices and reminders and must certify within 30 days before the end of probation if they want to finalize the appointment. These rules would take effect one year after enactment.

Two-year trial for excepted hires

If enacted, most excepted-service appointees would serve a 2-year trial period before their appointment becomes final. Preference eligibles would serve a 1-year trial. If you move within the excepted service before the trial ends, you must finish the remainder in your new job. If you leave civil service more than 30 days after finishing a trial and are later reappointed, you generally must do a new trial unless you return to the same job in the same agency. These rules would take effect one year after enactment.

OPM must issue rules quickly

If enacted, the Director of the Office of Personnel Management would have to issue regulations to implement this Act no later than 180 days after enactment. Those rules would explain probation, trial, notification, and certification procedures. The deadline would not itself change pay or benefits, but it would set how agencies must apply the new rules.

Sponsors & CoSponsors

Sponsor

Gill, Brandon [R-TX-26]

TX • R

Cosponsors

  • Rep. Comer, James [R-KY-1]

    KY • R

    Sponsored 10/17/2025

  • Rep. Cloud, Michael [R-TX-27]

    TX • R

    Sponsored 10/31/2025

  • Rep. Moore, Barry [R-AL-1]

    AL • R

    Sponsored 11/12/2025

  • Rep. Harrigan, Pat [R-NC-10]

    NC • R

    Sponsored 11/17/2025

Roll Call Votes

No roll call votes available for this bill.

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