Congressional Misconceptions About Federal vs. Telework in the private sector

During a recent hearing before the House Oversight and Accountability Committee, the surprising revelation that federal workers work remotely less often than their private sector counterparts left many lawmakers baffled.

This misunderstanding was highlighted when Rob Shriver, acting director of the Office of Personnel Management (OPM), cited a newly released Congressional Budget Office (CBO) report comparing telework habits in the federal and private sectors. Contrary to prevailing sentiment critical of telework among members of Congress, the report found that by the end of 2022, only 22% of federal workers typically worked from home, compared with 25% of private sector workers.

CBO’s analysis provided a clear and controlled comparison of telework habits, taking into account variables such as education, location and occupation. Despite controlling for these factors, the results were consistent: Private sector workers were more likely to use telework than federal workers. This fact undermines the narrative that federal workers are more susceptible to telework, a misconception that some lawmakers have promoted as part of a broader trend to prioritize conversations over evidence on the topic.

One of the most telling moments of the hearing was when Rep. Glenn Grothman, R-Wisc., expressed his disbelief about the data. “Did you say federal workers returned to work faster than those in the private sector?” – he asked in disbelief.

Shriver confirmed the findings, emphasizing the validity of the CBO report and noting that 54% of federal employees do not work remotely at all.

The report also highlights that teleworking is more common in urban areas and among more educated workers in both sectors. For example, in the Washington, D.C. metropolitan area, 40% of private sector workers teleworked compared to 38% of federal workers. This small difference further dispelled the myth that federal employees are disproportionately working from home.

In some professions the differences were even greater. For example, in computer science and mathematics, 56% of private sector workers teleworked, while only 37% of federal workers did so. These numbers suggest that the private sector has not only embraced telework more broadly, but has also offered more remote work opportunities in specific high-demand fields.

The CBO report also addressed the impact of telework options on federal employee recruitment and retention. It has been noted that employees are generally willing to accept lower pay in exchange for the flexibility of working from home. This trend suggests that the federal government’s reduced emphasis on telework may limit its ability to attract and retain talent. “Limited evidence suggests that, on average, American workers would be willing to sacrifice about 8% of their wages to work from home about half the time,” the CBO said.

Additionally, other studies have shown that telework options can significantly increase employee retention, especially in sectors where remote work is feasible and productive.

The hearing found a significant disconnect between lawmakers’ perceptions and actual data. Since the pandemic, anti-telework rhetoric has been common among some members of Congress, portraying federal teleworkers as less productive. However, the data presented by Shriver and confirmed by various studies showed a different picture.

Rep. Jared Moskowitz, R-Fla., played a key role in explaining the situation to his colleagues. Armed with a chart from the CBO report, he emphasized that the private sector is actually ahead of the federal government in telework adoption. Moskowitz’s pointed question to Shriver underlined the irony of the situation: “The private sector is ahead of us in telework! Do you think my colleagues should introduce a resolution expressing disapproval of the private sector because of all this teleworking that the private sector is doing?”

To counter skepticism about telework, Shriver and other officials have pointed to data showing the effectiveness and productivity of remote work. The OPM report noted that telework has led to higher levels of work-life balance, increased productivity and better performance management in federal agencies. These findings were supported by the Federal Employee Viewpoint Survey (FEVS), in which more than 84% of respondents agreed that their company units perform high-quality work and meet customer needs.

Moreover, recent data from the Department of Education provided concrete examples of increased productivity through teleworking. In 2022, the department awarded nearly $70 billion in grants, a significant increase from $46 billion in 2019. It also resolved nearly 17,000 civil rights complaints and forgave $13 billion in student loans, underscoring the ability remote federal workers to maintain high levels of productivity.

In addition to productivity, telework also brings financial benefits. For example, the Department of Education’s flexible remote work plan saved the agency nearly $9 million in annual rent. This cost-saving aspect of telework further strengthens the case for its continued use and expansion in federal agencies.

The disconnect between lawmakers’ perceptions and the reality of telework among federal workers highlights the need for better communication and understanding of the benefits of telework. As the federal government continues to navigate the post-pandemic landscape, adopting flexible work arrangements can be critical to attracting and retaining talent, maintaining productivity and achieving cost savings.

The recent hearing was a wake-up call to Congress and revealed that the private sector is leading the way in adopting telework. Going forward, federal agencies and lawmakers will need to adapt their policies to reflect employees’ changing work preferences and the demonstrated benefits of telework. In this way, the federal government can not only increase the productivity and satisfaction of its workforce, but also remain competitive in a rapidly changing labor market.

Gleb Tsipursky, Ph.D., was named an “Office Whisperer” by The New York Times for helping leaders overcome the frustrations of hybrid work as CEO of the future of work consulting firm Disaster Avoiding Experts, and has written a best-seller titled “Return to the Office and Leading Teams hybrid and remote.”