Federal Employees: Return to Office & Resignation Information
Return to Office
It is our understanding that most, if not all, Federal Employees are being required to Return to the Office. We are posting our FERS Pension and Survivor Benefits Training Manual so that you can review your availability for retirement. In a nutshell, to retire on a Full Pension with your Federal Health Insurance benefits (currently) available in retirement you have to meet the following requirements:
Regular FERS can retire on a Full Pension, and keep their Federal Health Insurance for life if they meet the following requirements:
Full Retirement Benefit:
•Minimum Retirement Age (MRA) with 30 Years (link for MRA requirements: www.opm.gov/retirement-center/fers-information/eligibility/
•Age 60 with 20 Years
•Age 62 with 5 Years
Reduced Retirement Benefit: Minimum Retirement age with at least 10 Years
•Pension Reduced 5% per year for every year under age 62.
•No FERS Special Supplement
•If you have had continuous Federal Health Insurance for the five years leading up your “Early Retirement” you can keep it for life if you retire on an immediate pension. This is also true for the Federal Group Life.
With the Reduced Retirement Benefit you can suspend your pension until 60 or 62 (depending on your years of service) to avoid the Pension Reduction. However, you will lose your health insurance benefit until you turn on your pension. Additionally, the reinstating of the health insurance can be complicated so you should consult with your HR if you are doing the Reduced Retirement Benefits and postponing your pension.
FERS Special Groups (LEO, FF, ATC):
FERS Special Groups can retire on Full Pension, and keep the Federal Health Insurance for life, if they meet these requirements:
•Any age with 25 Years
•Age 50 with 20 Years
•LEO Mandatory Retirement at age 57.
NOTE: this section is only for FERS Special Groups.
CSRS and CSRS Offset Full Retirement:
Age 55 with 30 Years of Service
Age 60 with 20 Years of Service
Age 62 with 5 Years of Service
FERS Federal Benefits Training Manual from Michael Nakashima, Justin Horsch, Innovate Financial
Deferred Resignation Letter
We have had many inquiries about this Deferred Resignation Letter, and I know that I read online that there was supposed to be a buy-out package of 7 months pay for people who accept the Deferred Resignation. However, I do not see the 7 months salary buyout mentioned anywhere in the letter (see below). Personally, I think that it is a pretty high expectation for people to make such a big decision by Feb. 6, 2025. At this point, we feel that there is not enough information being provided for people to make well-informed decisions.
Copy of Deferred Resignation Letter: https://www.opm.gov/fork
DEFERRED RESIGNATION LETTER
January 28, 2025
Please accept this letter as my formal resignation from employment with my employing agency, effective September 30, 2025. I understand that I have the right to accelerate, but not extend, my resignation date if I wish to take advantage of the deferred resignation program. I also understand that if I am (or become) eligible for early or normal retirement before my resignation date, that I retain the right to elect early or normal retirement (once eligible) at any point prior to my resignation date.
Given my impending resignation, I understand I will be exempt from any “Return to Office” requirements pursuant to recent directives and that I will maintain my current compensation and retain all existing benefits (including but not limited to retirement accruals) until my final resignation date.
I am certain of my decision to resign and my choice to resign is fully voluntary. I understand my employing agency will likely make adjustments in response to my resignation including moving, eliminating, consolidating, reassigning my position and tasks, reducing my official duties, and/or placing me on paid administrative leave until my resignation date.
I am committed to ensuring a smooth transition during my remaining time at my employing agency. Accordingly, I will assist my employing agency with completing reasonable and customary tasks and processes to facilitate my departure.
I understand that my acceptance of this offer will be sent to the Office of Personnel Management (“OPM”) which will then share it with my agency employer. I hereby consent to OPM receiving, reviewing, and forwarding my acceptance.
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Upon submission of your resignation, you will receive a confirmation email acknowledging receipt of your email. Any replies to this email shall be for the exclusive use of accepting the deferred resignation letter. Any other replies to this email will not be reviewed, forwarded, or retained other than as required by applicable federal records laws.
Once your resignation is validly sent and received, the human resources department of your employing agency will contact you to complete additional documentation, if any.
OPM is authorized to send this email under Executive Order 9830 and 5 U.S.C. §§ 301, 1103, 1104, 2951, 3301, 6504, 8347, and 8461. OPM intends to use your response to assist in federal workforce reorganization efforts in conjunction with employing agencies. See 88 Fed. Reg. 56058; 80 Fed. Reg. 72455 (listing routine uses). Response to this email is voluntary. Although you must respond to take advantage of the deferred resignation offer, there is no penalty for nonresponse.
Disclaimer: at Innovate Financial, Inc. we do specialize in Financial Planning for Federal Employee and we hold ourselves out as experts on Federal Employee Benefits. That being said, there are major changes going on in the Federal Employee Workforce so please note the following: we are not employed by the federal government in any way, we are not your Human Resources Department, and ALL information on our website should be confirmed with your employer and HR Department. We are providing this information to be helpful but ultimately your pay, your employment, and your benefits are all decided by your employing agency, and the Office of Personnel Management (OPM). Any information on this site should only be construed as "Innovate Financial's understanding of the Federal Employee Benefits." Everything should be confirmed with your employer.