Chelsea Milburn recalls feeling “blessed” to find her dream job that allows her to work remotely as a public relations specialist for the Department of Education. This was a near-perfect scenario after her life changed significantly two years ago due to an illness. However, Milburn’s job may be at risk following President Donald Trump’s recent executive order mandating a return to in-person work for federal employees.
The executive orders threatens to reverse years of progress toward workplace inclusivity. Remote work has been a game changer for disabled workers, many of whom face higher unemployment rates due to inaccessible workplaces and discriminatory hiring policies. Forcing these workers back into physical workplaces may cause others to leave the workforce entirely, undoing progress in equality and diversity.
The order also opens the door to possible legal challenges under the Americans with Disabilities Act (ADA). The ADA requires employers to provide reasonable accommodations to allow disabled employees to perform their essential job functions. Remote employment is becoming increasingly accepted as a reasonable accommodation, particularly when it reduces job barriers for people with disabilities.
Requiring a blanket return to the office without regard for individual needs violates the ADA and may subject the government to lawsuits. A one-size-fits-all approach to workplace policies ignores the diverse needs of the federal workforce, particularly those of disabled employees.
In response, the American Federation of Government Employees, a union that represents approximately 800,000 federal employees, including Milburn, filed a federal lawsuit on Monday against the Trump administration and the Office of Management and Budget (OMB) to ensure compliance with the Federal Advisory Committee Act (FACA). Many more of the 2.3 million civilian federal employees could lose their jobs if Trump follows through on his campaign promises to shut down the Department of Education and reorganize departments such as the Department of Justice and Health and Human Services.
Accomdations need to be personalized for every employee who needs them. Employers are required to provide reasonable accommodations. No two employees are the same. This executive order will put disabled employees’ jobs at risk.
Sources:
Alexiou, Gus. “What Does President Trump’s Dei Rollback Mean for Disability Inclusion?” Forbes, Forbes Magazine, 23 Jan. 2025,
Collins, Terry. “‘Will I Have a Job?’ Federal Workers Full of Uncertainty, Fear over Trump Plans.” USA Today, Gannett Satellite Information Network, 21 Jan. 2025, https://www.usatoday.com/story/money/2025/01/19/trump-plans-federal-workers-job-uncertainty/77048619007/
Morse, Brit, and Emma Burleigh. “Workers with Disabilities Are Disclosing Their Status at Work but They Aren’t Asking for Accommodationions.” Fortune, Fortune Media Group Holdings, 4 Dec. 2024, https://fortune.com/2024/12/04/workers-with-disabilities-disclosing-status-struggling-with-fears-discrimination-career-trouble/https://fortune.com/2024/12/04/workers-with-disabilities-disclosing-status-struggling-with-fears-discrimination-career-trouble/