The Interior Department has recalled approximately three dozen employees from involuntary paid administrative leave in what the agency is calling a "management-directed action to promote the efficiency of the service." The employees—equal employment specialists, program analysts, and DEI officers—have been sidelined since February 2025, more than a year without performing job duties.
Rachel Borra, Interior's chief human capital officer, issued the recall memo in March 2026. The employees will return to slightly different roles as Interior consolidates human resources and administrative functions under Secretary Burgum's office. The workers had been placed on leave specifically because of their previous work on diversity, equity, and inclusion initiatives.
The Year in Limbo
One affected employee described the psychological toll of extended leave in stark terms. The initial period brought "hysteria and anger," followed by months of "depression and anxiety." Upon learning of the recall, the worker reported concerns about "brain drain"—the loss of institutional knowledge and professional momentum that comes from being away from meaningful work for over 12 months.
For most federal employees placed on administrative leave, such extended removal from duties is uncommon. These employees continued receiving full pay and benefits while unable to work, isolated from their teams, and uncertain about their futures. The arrangement left many in a state of professional limbo.
A Likely Legal Violation
The extended leave may violate federal law. In 2016, Congress imposed a 10-day cap on how long federal employees can be placed on administrative leave without formal removal action. Regulations implementing this requirement were finalized in 2024. A 12-month leave period appears to exceed that limit significantly.
The affected Interior employees are already suing the government over their treatment. These lawsuits will likely test whether the agency's actions comply with the statutory cap on administrative leave.
Context: The Broader Federal Workforce Reduction
The Interior recalls occur against the backdrop of a massive federal workforce reduction. Over 150,000 federal employees accepted deferred resignation offers in the months following the administration's initial workforce reduction initiatives. Yet only approximately 7,000 employees were ultimately terminated through probationary purges—the formal firing process applied to employees still in their probationary period.
This means that many federal workers who accepted voluntary resignation packages left their positions, while the accelerated termination process removed far fewer people than the initial wave of departures suggested. The gap highlights the distinction between voluntary departures and formal removals.
Reassignment and Consolidation
The recalled Interior employees will take on roles within a restructured HR and administrative framework under the Secretary's direct oversight. While the agency describes this as a reassignment to promote efficiency, the underlying context remains: these workers were sidelined specifically for their DEI work, and they return to a department that has publicly de-prioritized diversity and inclusion efforts.
The moves also reflect a broader pattern of federal workforce restructuring. Agency consolidations of previously distributed functions, new reporting chains, and role modifications have occurred across multiple departments as the current administration implements its management priorities.
What This Means for Federal Employees
Administrative leave limits matter. If your agency places you on leave for more than 10 calendar days without formal adverse action (like a removal or suspension), you have a legal basis to challenge the action. Document the dates and circumstances.
DEI work is not a crime. Performing your assigned job duties—even if those duties involved diversity, equity, or inclusion work—does not justify indefinite administrative leave. Employees cannot be punished for doing the work they were hired and assigned to perform.
Your record matters. Extended leave can create gaps in your performance ratings, affect promotions, and complicate future employment references. Request written documentation of why you were placed on leave and what your status is upon return.
"These workers were sidelined for their previous work on diversity, equity and inclusion. They'll take on slightly different roles as Interior consolidated HR functions."
Consider legal counsel. If you're currently on administrative leave or were on extended leave in the past year, an employment attorney can review whether the agency complied with the 10-day statutory cap and advise you on potential remedies.
The Larger Pattern
The Interior recalls are one piece of a larger federal employment story. While some agencies have pursued aggressive downsizing through attrition and incentivized departures, others—like Interior—have used administrative leave and reassignment to restructure specific functions and personnel. The legal and practical implications continue to unfold as affected employees pursue remedies and agencies navigate new management priorities.
Federal workers placed on administrative leave should know their rights. The 10-day statutory cap is not discretionary, and extended leave without formal action violates that requirement. If you believe your agency has exceeded those limits, document everything and seek legal advice promptly.