REHIRE Act: Feds Involuntarily Removed 2025-2027 Could Get 5-Point Hiring Boost

The REHIRE Act, short for the "Restoring Employment and Hiring Incentives for Removed Employees Act," proposes a new hiring preference for certain former federal employees. Specifically, it targets those involuntarily removed from their career civil service positions between January 1, 2025, and January 1, 2027. If enacted, these individuals would gain a 5-point advantage on their application scores when vying for jobs in the federal government's "competitive service."

The Leg Up: How the Preference Works

So, what does this mean in practice? If you were a federal employee in a standard career role (part of the "civil service" as defined in 5 U.S.C. 2101) and lost your job involuntarily during that two-year window, this bill could give you a second chance. When you apply for a new federal job that falls under the "competitive service" – these are typically positions filled through open competition based on merit (see 5 U.S.C. 2102) – you'd get 5 extra points added to your earned rating. Think of it like a small boost to help you get back on the federal payroll. This system of adding points is already in place for veterans under 5 U.S.C. 3309, and this act would temporarily expand who qualifies as a "preference eligible" (as per 5 U.S.C. 2108(3)).

The Exclusions: Who Doesn't Qualify?

Now, this isn't a free pass for everyone. The REHIRE Act is pretty clear about who doesn't get this hiring preference. If your removal was due to misconduct or poor performance, you're out of luck. Same goes if your most recent performance review before leaving was rated unacceptable. Additionally, this preference doesn't apply to individuals who held "political positions." These are generally high-level roles, such as those listed in 5 U.S.C. 5312 through 5316 (think cabinet secretaries, undersecretaries), noncareer appointees, or those in confidential or policy-determining roles. The idea seems to be to help rank-and-file career employees, not political appointees who often change with administrations.

The Clock is Ticking: Duration and Impact

This hiring preference isn't permanent. The bill states that the 5-point advantage expires 5 years after the section is enacted. This creates a five-year window for eligible former employees to leverage this benefit.

What's the real-world ripple effect? For those who believe they were unfairly pushed out of their federal jobs during the specified timeframe (and not for cause), this could be a significant lifeline. It offers a tangible pathway back into federal service. On the flip side, while 5 points might not seem like a mountain, in a competitive federal hiring process, it can make a difference. This means other applicants who don't qualify for this specific preference might face slightly tougher competition for those roles during the five years this provision is active. It’s a targeted measure designed to address a specific group, but it will invariably interact with the broader federal hiring landscape.