The MERIT Act of 2025 makes sweeping changes to federal employee protections and supervisory accountability. The bill removes the standard grievance process for federal employees challenging adverse actions like suspensions, demotions, or removals, instead directing them to appeal directly to the Merit Systems Protection Board. It streamlines discipline for supervisors by allowing agencies to take action based only on evidence of wrongdoing and job level, with a compressed 15-business-day timeline for completing discipline and just 7 days for supervisors to respond, eliminating performance improvement plan requirements. The legislation also restructures furlough procedures into two categories—regular furloughs of 14 days or less, and emergency furloughs during budget lapses—with reduced notice and procedural protections for emergency furloughs. Additionally, the bill extends the probationary period for newly appointed senior executives from one to two years before they gain permanent status. Most provisions take effect one year after enactment, with the Office of Personnel Management required to issue furlough regulations within 180 days, and the changes supersede conflicting union agreements.
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