The recent wave of federal employee layoffs is affecting not only the federal workers who have lost jobs, but, as a result of the high volume, could also strain state unemployment insurance (UI) systems and have possible implications for human resources (HR) departments across the country.
No official count of the cuts to the federal work force exists, but the New York Times has confirmed that as of May 6 at least 134,666 federal employees have either been laid off or accepted buyouts with a planned reduction of at least 149,320 workers still to come.
Let’s take a look at how this could disrupt state UI systems and HR departments, and then we’ll consider what HR leaders could do to help their organizations traverse this tumultuous time.
Federal employees receive unemployment compensation via the Unemployment Compensation for Federal Employees (UCFE) program, which, though administered by states, is distinct from the regular unemployment insurance structure. Unlike the standard system that utilizes automated processes for wage record collection and employer communication, UCFE depends on manual wage requests between federal agencies and states. This reliance on manual processes may make the UCFE system less efficient, a problem that can be worsened by unresponsive federal HR departments.
This has led to a quagmire for federal HR offices. Fired workers need access to their employment records in order to apply for benefits, but many have been locked out of their computers. Adding to the confusion is the Trump administration’s claims that the firings are a purge of low-performing employees. If an employee was let go for poor performance, that can impact whether they receive benefits or not, something state unemployment agencies are required to investigate.
The complexities of the federal unemployment system might seem distant, but a surge in federal employee layoffs can create a ripple effect that impacts private-sector businesses. With state agencies inundated, processing times for all unemployment claims could increase, which could lead to delays in benefit distribution for private-sector claimants. This could result in financial hardship for former employees and administrative challenges for HR departments managing layoffs.
This financial strain on state UI trust funds could lead to increased unemployment taxes for employers. States facing depleted reserves might raise employer contribution rates to help replenish funds, possibly impacting business finances.
HR professionals are often at the forefront of navigating these complexities. They must assist former employees in understanding and accessing unemployment benefits amidst processing delays and policy changes. This includes providing necessary documentation, such as the SF-50 form for federal employees, and helping guide them through the application process.
To help mitigate the impact of strained UI systems, HR departments can:
Educate Employees: Provide clear information about the unemployment benefits process, required documentation, and potential delays.
Collaborate with Agencies: Work closely with state workforce agencies to ensure timely submission of necessary employment data, facilitating quicker claim processing.
Monitor Legal Developments: Stay updated on legal actions and policy changes affecting unemployment benefits to adjust HR policies accordingly.
Advocate for Resources: Engage with industry groups and policymakers to advocate for increased funding and modernization of UI systems, helping ensurethey can handle surges in claims effectively.
Equifax Workforce Solutions provides tools and expertise to help you navigate unemployment claims, reduce costs, and help you stay up to date on changing regulatory requirements. Contact us to learn how we can help you during this challenging time. You can also download our free employee offboarding checklist to help you streamline the offboarding experience for your organization and employees.
The information provided is intended as general guidance and is not intended to convey any tax, benefits, or legal advice. For information pertaining to your company and its specific facts and needs, please consult your own tax advisor or legal counsel. Equifax Workforce Solutions provides services that can help employers reduce their compliance risks. Details on our provision of these services and related support will be contained in your services agreement. Links to sources may be to third party sites. We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services.