By anyone’s best guess, there are — or soon will be — 284,186 fewer federal employees and contractors than there were on January 19, 2025. While Voice of America and the U.S. Agency for International Development have had it the worst, the Trump administration’s ongoing reductions have spared few government agencies. Over 10% of the staff at the National Oceanic and Atmospheric Administration, including at critical weather stations and tsunami monitoring centers, have left or been pushed out. Layoffs, buyouts, and early retirements have reduced the Department of Energy’s workforce by another 13%.
The best-case scenario for the civil service at this point would be if the administration has an abrupt change of heart and pivots from the approach of government “efficiency” guru Elon Musk and Office of Management and Budget Director Russell Vought, who has said he wants government bureaucrats to be “traumatically affected” by the funding cuts and staff reductions. Short of that unlikelihood, its membership will have to wait out the three-and-a-half remaining years of President Trump’s term in the hopes that his successor will have a kinder opinion of the federal workforce.
But even that wouldn’t mean a simple fix. In my effort to learn how long it would take the federal workforce to recover from just the four-plus months of Trump administration cuts so far, no one I spoke to seemed to believe a future president could reverse the damage in a single four-year term. “It will be very difficult, if not impossible, to restore the kind of institutional knowledge that’s being lost,” Jacqueline Simon, policy director of the American Federation of Government Employees, the largest union of federal government workers, told me.
There are three main reasons why restaffing the government will be trickier than implementing a simple policy change. The first is that the government had already been struggling to fill empty posts before Trump’s layoffs began. “For a considerable period of time, the biggest challenge for the federal government, in personnel terms, has been getting talented people into government quickly,” Don Moynihan, a professor at the Ford School of Public Policy at the University of Michigan, told me. “That was already a problem preceding the Trump administration, and they just made it a lot worse.”
Before Trump’s second term, an estimated 83% of “major federal departments and agencies” struggled with staff shortages, while 63% reported “gaps in the knowledge and skills of their employees,” according to research by the Partnership for Public Service, a nonprofit supporting the civil service. Even President Joe Biden, who’d promised to restore a “hollowed out” federal workforce after Trump 1.0, struggled at the task, ultimately growing the number of permanent employees by just 0.9% by March 2023. (He eventually saw 6% growth over his entire term; a bright spot was hiring for roles necessary for carrying out the Infrastructure Investment and Jobs Act.)
Still, as I’ve previously reported, many hard-to-fill roles in remote locations or that required specialized skills were empty when Trump came into office and ordered a hiring freeze.
The second challenge to rebuilding the federal workforce is that many employees who have left the government may not be able to — or may not want to — return to their previous roles. Staff who have taken early retirements will be permanently lost or have to return as rehired annuitants, which Simon of the American Federation of Government Employees noted has “a lot of disadvantages,” including, in some cases, earning less than the minimum wage. Other former employees, particularly in the sciences, may have been enticed abroad as part of the U.S. brain drain. Still others may have found enjoyable and fulfilling work at the state level, in nonprofits, or in the private sector, and have no interest in returning to government.
It certainly doesn’t help that the Trump administration has made the federal government a less competitive employer. Abigail Haddad, a data scientist for the Department of the Army and, until recently, the Department of Homeland Security’s AI Corps, wrote for Moynihan’s Substack, Can We Still Govern?, that she’d been hired for a fully remote job, only to be told “we would be fired if we did not immediately return to office 9 to 5, five days a week.” Rather than make a two-and-a-half-hour round-trip commute to “an office that was never mentioned when I took the job,” Haddad quit. “It was clear to me that the people making these decisions about my work conditions were not only unconcerned about my ability to be productive, but were actively hostile toward it,” she wrote.
The last obstacle to reversing the Trump administration’s cuts echoes Haddad’s experience — and is, in my view, the most worrisome of all. That is, the current landscape will almost certainly dissuade future generations from pursuing jobs in the government. “There will be some opportunities in states and nonprofits,” Simon noted. “But as far as an opportunity for public service in the federal government — they’ve made that an impossibility, at least for the next many years.”
Moynihan, the public policy professor, added that while it’s still early to predict what students will do, he’s heard worries in his classrooms about “what future job prospects look like, given the instability around the federal government.” But the crisis goes beyond just hiring concerns.
“There’s a whole generation of public servants who would say they were inspired to go into government because they heard John F. Kennedy say, ‘Ask not what your country can do for you — ask what you can do for your country,’” he said. “There is a genuine value in elected leaders calling on people to serve and presenting that service in noble terms.” Most people don’t join the public sector for the paycheck, after all — it’s for the “opportunity to do meaningful work, and for job stability and security,” Moynihan went on. The Trump administration has gutted the promises of both.
So then, how long would it take to restaff the government? Simon told me that since it was an executive order that directed the cuts, they could be functionally undone by another executive order, though the rehiring process itself “could take years.” Moynihan used the metaphor of a muscle, rather than a switch that gets turned on and off, to answer the same question. “The Trump administration is cutting a lot of muscle right now, and so the next president will not be able to simply, on day one, bring that back,” he told me. “They’ll have to be able to persuade people that the workspace is no longer going to be toxic, is going to be more secure, and will allow them to do meaningful work — and they’re going to face a fairly skeptical audience, given everything that’s going on.”
But that’s if things hold as they are. They could still get worse.
As the administration continues its attack on the civil service, it seems all but sure to be cueing up an eventual Supreme Court case over the legality of reclassifying federal employees so that they can be easily fired if they’re perceived as not loyal enough to the president. And if the court rules that the president can do so, “any sort of law that Congress might put in the future that constrains those powers is unconstitutional,” Moynihan said. In that scenario, the government would no longer be able to provide “any sort of long-term credible commitments to potential employees that four years down the line or eight years down the line, any new president could just rip up their workplace” or lay them off for arbitrary reasons.
The answer to how long it would take to restaff the federal government after Trump, then, takes on an entirely different tenor — it may never be the same again.
