A federal judge in San Francisco ruled that the Trump administration illegally directed the Office of Personnel Management to fire around 25,000 probationary federal employees in early 2025. The directive applied across multiple agencies and concerned workers who generally had less than a year of service, though many had longer careers in different roles. The court found that OPM exceeded its authority by ordering mass dismissals rather than allowing individual agencies to make hiring or firing decisions.
Why It Happened
Trump’s administration sought to downsize the federal workforce, and the terminations were justified using a performance standard tied to whether jobs were “mission critical.” OPM directed agencies to mark probationary workers who were not deemed mission-critical for termination, often citing poor performance even when reviews showed otherwise. Critics argued this standard served as a cover for broad cuts. The judge agreed, calling much of the government’s documentation a sham that failed to show real performance issues.
Orders from the Court
Although reinstatement of the fired workers is no longer feasible because many have moved on, the judge ordered several remedial actions. Agencies must update personnel files and send notices to workers explaining that their termination was not due to poor performance or misconduct. Agencies excepted from this ruling include the State Department and NASA.
Reactions from Unions and Labor
Labor unions and nonprofit groups welcomed the ruling. The American Federation of Government Employees called it a significant victory, saying it exposed wrongful firings and the false reasoning OPM used. They emphasized the importance of preserving civil service protections. Meanwhile, the administration argued that OPM merely provided guidance and did not directly order firings, but the judge rejected that defense.
Limits and Broader Implications
Because so much time had passed since the firings, the judge declined to order the reinstatement of the most affected workers. Many have found other jobs or are no longer able to return to their former posts. Still, the ruling requires formal correction of personnel records. It also sets a precedent that federal agencies must follow statutory procedures and cannot use probationary status as a way to issue mass terminations without due process.
What Comes Next
Agencies must comply by sending letters and updating records by a deadline set by the judge. Affected employees will learn that their termination rationale was false. This ruling may also encourage further legal challenges against similar types of mass firings. Congress and watchdogs might consider tightening oversight of OPM and reinforcing civil service protections. For many workers, this decision offers recognition of wrongdoing and hope that future policies cannot strip away rights so broadly.
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