Admin Leave After RIF Notice
Understand your rights regarding administrative leave during the RIF notice period, including pay, benefits, and what happens to your leave balances.
Administrative Leave During the RIF Notice Period
After receiving a RIF notice, some employees may be placed on administrative leave for part or all of the 60-day notice period. Administrative leave is an approved absence from duty without charge to personal leave balances. Understanding the rules around admin leave during a RIF is important because it affects your pay, benefits, and transition planning.
Key Point
Under 5 USC § 6329a, agencies may grant administrative leave at their discretion. During the RIF notice period, you are entitled to your full pay and benefits regardless of whether you are on admin leave or continuing to work. You should not be pressured to use your own annual or sick leave during this period unless you choose to do so.
Can You Be Placed on Admin Leave Involuntarily?
Yes, the agency can place you on administrative leave during the RIF notice period. This is within management's authority and is relatively common, especially when:
- Your position duties have been transferred or eliminated before the separation date
- The agency determines there is no productive work available for you
- Security or operational concerns are cited
- The agency is restructuring your work unit during the notice period
However, the agency cannot use administrative leave as a means to deny you access to work, your workspace, colleagues, or information you need to prepare your appeal or transition. If you believe you are being improperly isolated or denied access during your notice period, contact your union steward.
Pay and Benefits During Admin Leave
Base Pay
You continue to receive your full base pay during administrative leave. This includes any locality pay, special rate supplements, or other pay entitlements that are part of your regular compensation. Your pay cannot be reduced during the notice period.
Health Insurance (FEHB)
Your Federal Employees Health Benefits (FEHB) coverage continues unchanged during the notice period, whether you are on admin leave or actively working. The government contribution continues as normal. Your FEHB options after separation are covered in our After Official Separation guide.
Life Insurance (FEGLI)
Federal Employees' Group Life Insurance continues during the notice period. After separation, FEGLI coverage continues for free for 31 days, during which you may convert to an individual policy.
TSP Contributions
Your Thrift Savings Plan (TSP) contributions and the agency's matching contributions continue during admin leave as long as you are on the payroll. Your TSP account will continue to accrue investment returns.
What Happens to Your Leave Balances?
Annual Leave
You continue to accrue annual leave during the notice period, including while on admin leave. At separation, any unused annual leave is paid out as a lump sum. This lump sum payment:
- Includes all accrued and accumulated annual leave
- Is calculated at your current hourly rate of pay
- Is subject to federal income tax, but not FICA taxes
- Does not extend your service computation date or benefits coverage
- Is typically included in your final paycheck or issued as a separate payment
Sick Leave
Sick leave is not paid out at separation. However, your sick leave balance is important for two reasons:
- Retirement credit: If you are eligible for retirement (now or in the future), your unused sick leave is added to your service computation for annuity purposes under FERS and CSRS
- Reemployment: If you are reemployed by the federal government, your sick leave balance is restored (commonly referred to as "recredit")
Keep a record of your sick leave balance at separation for future reference.
Compensatory Time and Credit Hours
Unused compensatory time must be paid out at the employee's rate of basic pay at the time it was earned (or the current rate, whichever is higher) if it cannot be used before separation. Credit hours under a flexible work schedule that are not used before separation are also paid out. Make sure to track any outstanding comp time or credit hours and discuss them with your supervisor or HR before your separation date.
Your Rights During Admin Leave
While on administrative leave during your RIF notice period, you retain the following rights:
- Access to your union representative: You have the right to communicate with your union steward and representatives during working hours
- Job search activities: The agency should allow reasonable time and access for job search activities, including attending interviews and career fairs
- Access to personnel records: You have the right to review your Official Personnel Folder (OPF) and any records related to the RIF action
- Appeal preparation: You have the right to prepare your MSPB appeal or grievance during working hours, including gathering documents and consulting with your representative
- Outplacement services: If the agency offers outplacement or career transition services, you should have access to these during admin leave
- Personal property: You have the right to collect your personal belongings from your workspace
What Admin Leave Is Not
Not a Suspension
Administrative leave is not a disciplinary action. It does not imply wrongdoing on your part and should not be characterized as such. If anyone suggests otherwise, contact your union immediately.
Not Leave Without Pay
Admin leave is fully paid. You should not be placed on LWOP during the notice period unless you request it. If the agency attempts to place you on LWOP, contact your union representative immediately.
Not a Resignation
Being on admin leave does not change the nature of your separation. You are being separated through RIF, not resigning. This distinction matters for your eligibility for unemployment benefits, rehirement programs, and the characterization of your separation on your SF-50.
Questions About Your Leave Status?
If you have questions about admin leave, your leave balances, or your rights during the notice period, contact AFGE Local 2883 for guidance.
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