EQUALS Act of 2025 (H.R. 5750)

Summary

Increases the probationary period for new federal employees to two years, giving managers more time to evaluate performance before employment becomes permanent.

What problem does this solve?

The government believes the standard one-year trial period is too short for managers to properly determine if a new employee is a good fit for their job. This bill extends that trial period to two years, giving supervisors more time to assess performance and decide whether to keep the employee.

What does this bill do?

Extends probationary period to two years

Changes the initial job trial period for most new federal employees in the competitive service from one year to two years.

Creates a new trial period for excepted service

Establishes a new two-year trial period for employees in the excepted service, which covers jobs that are not part of the standard competitive hiring process.

Maintains one-year period for veterans

Keeps the probationary and trial periods at one year for 'preference eligible' applicants, which typically includes veterans.

Requires agency certification to keep employees

Requires an agency to formally certify that a new employee's performance is in the public interest before their job can become permanent. If no certification is made, the employee is automatically let go.

Applies new rules to FAA and TSA

Makes the new two-year probationary and trial period rules apply to employees at the Federal Aviation Administration (FAA) and the Transportation Security Administration (TSA).

Lengthens time before employees can appeal punishments

Increases the required time of employment from one year to two years before a non-veteran employee gains the right to appeal major disciplinary actions, such as being fired or suspended.

Who does this affect?

New federal government employees
Veterans applying for federal jobs
Federal agency managers and supervisors

What is the real world impact?

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Improves government workforce quality

Gives managers a longer timeframe to evaluate new hires, ensuring that only qualified and effective individuals receive permanent positions in the civil service. This is intended to increase overall government efficiency and performance.

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Reduces job security for new hires

Critics might argue that extending the probationary period weakens job protections for new federal workers. It makes it easier for managers to fire employees for up to two years without the full appeal rights that permanent employees have, potentially for political or unfair reasons.

When does this start?

The main changes in this bill will start one year after it becomes law, and it sets a deadline for new government rules.

New Rules from OPM

The Office of Personnel Management must create and release the new rules needed to put this act into practice within 180 days after the bill is signed into law.

Effective Date for New Hires

The new probationary and trial period rules will take effect one year after the bill becomes law and will apply to anyone hired on or after that date.