EQUALS Act of 2025

Clearer expectations for applicants: Agencies must include terms regarding probationary periods, training, and licenses in job announcements and offers (Section 2(e)(1)).

Timely information for employees: Employees are to receive timely notice regarding performance requirements that must be met to complete their probationary period (Section 2(e)(2)).

Guidance for managers: Supervisors and managers will receive periodic notifications regarding the end date of an employee's probationary period (Section 2(e)(3)).

Protection against administrative errors: If an agency head fails to certify an employee due to an administrative error, the employee can petition for reinstatement and may be entitled to backpay (Section 2(a)(5)).

Differentiation for preference eligible individuals: The bill provides a shorter probationary period of 1 year for preference eligible individuals compared to the 2-year period for others (Section 2(a)(1)(B) and Section 2(d)(2)).

Longer wait for permanent status: Most individuals in the competitive service will not have a final appointment until after a 2-year probationary period (Section 2(a)(1)(A)).

Potential for termination at end of period: Employees may be terminated on the last day of their probationary period unless the agency head certifies that their employment advances the public interest (Section 2(a)(2)).

Extended requirements for certain roles: For positions requiring formal training or a license, the 2-year period begins only after the training is completed or the license is granted (Section 2(d)(1)).

New trial periods for excepted service: Individuals appointed to the excepted service must serve a 2-year trial period, or 1 year for preference eligible individuals (Section 3(a)(1) and Section 3(a)(2)).

Requirement to restart trial periods: Employees who separate from the civil service for more than 30 days and are reappointed to an excepted service position may have to complete a new trial period (Section 3(a)(3)).