For real-time updates and official guidance, check daily.
In the absence of either a Fiscal Year (FY) 2026 appropriation, or a continuing resolution for the Department of War (DoW), no further obligations may be incurred by the DoD, except those related to “excepted” functions as authorized by the Deputy Secretary of War.
Employees subject to furlough are required to acknowledge and confirm that they have received the notification of furlough.
https://forms.osi.apps.mil/r/s42dfF1d7a
2. The Dept of the Navy Civilian Employee Assistance Program (DONCEAP) is available to employees and their families, with confidential and no-cost resources. For more information, employees and family members may contact the DONCEAP hotline at 1-844-DON-CEAP (1-844-366-2327), or through https://member.magellanhealthcare.com/.
Employees subject to furlough must review the memorandum “Notice Of Decision To Furlough Due To Lapse of Appropriations.” It is recommended that they save the letter for their records. FurloughLetter(NAVWAR-FEB_2026)
If you intend to file for unemployment benefits, bring a copy of the furlough memorandum and an SF 8. SF-8(NAVWAR-Furlough)
General information and resources is available on this page, and will be updated as needed. Please bookmark this link for future use, or you may search for “NAVWAR Furlough Updates” on your preferred internet search engine.
(For employees on duty) You are required to perform orderly shutdown. Utilize the DoN Checklist, and consult with your supervisor for section-specific tasks: Furloughed_Employees_Checklist.pdf (Only available on Flankspeed capable devices.)
(For employees on paid leave status): Scheduled leave is considered cancelled, and employees are instead placed on furlough. Time spent in a furlough status does not count towards annual leave use limitations (such as maximum hours under FMLA) – however the time spent in a furlough status does not extend leave use windows (such as Paid Parental Leave under FMLA).
Information on the Furlough process may be found on the 8.0.3 SPO: https://flankspeed.sharepoint-mil.us/sites/NAVWAR/80CorpOps/SitePages/Federal-Furlough-Information.aspx#employees-subject-to-furlough (Only available on Flankspeed capable devices.)
It is the employee’s responsibility to listen to public broadcasts and to keep abreast of the latest news regarding the budgetary status of the United States Government. When they hear that a continuing resolution or a FY 2026 appropriation for the DoD has been approved, they will be expected to report to work on the next regular duty day, or as otherwise directed by thier supervisor.
Subject to mission requirements, a position may be redesignated as Excepted to Furlough – if so, the employee will be required to report for duty for delayed pay. The recalled employee will be contacted for this requirement, if needed. If an employee does not report to work as required – either if recalled, or after the shutdown furlough has concluded - they may be charged Absent without Leave (AWOL) unless, they contact their supervisor to request approved absence. Approval of absence is at the discretion of the supervisor. For questions related to the furlough, please contact your supervisor, or reach out to NAVWAR_FURLOUGH_QUESTIONS@us.navy.mil.
Employees are responsible for monitoring public broadcasts and official updates regarding the federal budget.
Upon approval of a continuing resolution or FY 2026 DoD appropriation, employees must report to work on their next regular duty day or as otherwise directed by their supervisor.
For questions or assistance, email: NAVWAR_FURLOUGH_QUESTIONS@us.navy.mil
SPO (internal): Federal Furlough Information
SF-8
Furlough Letter (Feb. 2026)
A shutdown furlough (also called an emergency furlough) occurs when there is a lapse in appropriations, and may occur at the beginning of a fiscal year, if no funds have been appropriated for that year, or upon expiration of a continuing resolution, if a new continuing resolution or appropriations law is not passed. In a shutdown furlough, we would have to shut down any activities funded by annual appropriations that are not excepted by law. Typically, we will have very little to no lead time to plan and implement a shutdown furlough. Employees may be "exempt" from the shutdown furlough because they are not paid from annually appropriated funds [for example, Working Capital Funds for NIWC employees]. Employees may be "excepted" from a shutdown furlough by law because they are (1) performing or supporting the performance of emergency work involving the safety of human life or the protection of property, (2) involved in the orderly suspension of agency operations, or (3) performing other functions exempted from the furlough. An "excepted" employee may be required to work in a non-pay status during the furlough period, but will be paid when Congress passes, and the President signs, a new appropriation or continuing resolution. Advance notification of a shutdown furlough is not required. Employees affected by the shutdown furlough must report to work (in person or virtually) on their first regularly scheduled day after the date that funding expires to conduct an orderly shutdown and receive communication on the furlough. Service Members are not subject to a shutdown furlough. Managers should consult with the supporting Contracting Officer's Representative with regards to the impact of shutdown furlough on Contractors. DoN Furlough FAQs (August 2024) For questions related to the furlough, please contact: NAVWAR_FURLOUGH_QUESTIONS@us.navy.mil DONCEAP As always, the Dept of the Navy Civilian Employee Assistance Program (DONCEAP) is available to employees and their families, with confidential and no-cost resources. For more information, employees and family members may contact the DONCEAP hotline at 1-844-DON-CEAP (1-844-366-2327), or use the web portal at https://member.magellanhealthcare.com/. Request for Outside Employment
As always, federal employees are allowed to "moonlight" and work a second job. However federal employees, while furloughed or while working for delayed pay, are still bound by the ethical rules that apply to all federal employees and may not have outside employment or activities that conflict with their official duties. The following principles apply in determining whether there is a conflict.
Federal Employees may NOT:
Engage in outside employment or other activities that conflict with official duties.
Solicit the government on behalf of the outside employer or represent any entity before the government (this includes direct interface with government employees, appearance in federal buildings, or through communications via any medium).
Use their government position or title to coerce or induce business or to imply government sanction or endorsement of the outside employer.
Use or release non-public government information.
Use government time or resources.
NAVWAR HQ and PEO employees are required to route the below request form to the appropriate supervisor and then to the Office of Counsel (3.0) for final recommendation. Department head review and signature if optional - please refer to the department's internal practices. The form and any questions should be forwarded to mark.c.holley2.civ@us.navy.mil.
Request for Outside Employment Form
Employees Subject to Furlough In the absence of either a current Fiscal Year (FY) appropriation, or a continuing resolution for the Department of Defense (DoD), no further obligations may be incurred by the DoD, except those related to “excepted” functions as authorized by the Deputy Secretary of Defense. Such excepted situations include: • Statutes that expressly authorize incurring obligations in advance of appropriations; • Emergencies involving the safety of human life or the protection of property; • Functions necessary to discharge the President’s constitutional duties; and • Activities necessary for the orderly shutdown of activities that do not fall within one of the above categories. Because some services are not necessary for orderly suspension of operations and because employees subject to furlough are not engaged in one of the other excepted functions, they may be placed in a furlough status as directed by their supervisor. The duration of a furlough is not known at the time of an orderly shutdown. While the supervisor is expected to contact their team once appropriations have been set, it is the responsibility of each furloughed employee to keep abreast of the latest news regarding the budgetary status of the United States Government. When they hear that a continuing resolution or a new appropriation for the DoD has been approved, they are then expected to report to work on their next regular duty day or as otherwise directed by their supervisor. A Shutdown Furlough is taken because of a sudden emergency requiring immediate curtailment of DoD activities; therefore, no advance notification will be possible. The customary 30-day advance notice period and opportunity to answer would be suspended under the provisions of section 752.404(d)(2) of title 5, Code of Federal Regulations (C.F.R.), for non-Senior Executive Service (SES) employees and under section 359.806(a) for SES career appointees. Any employees retained in their competitive level or competitive area is because they are performing one of the excepted functions as authorized by the Deputy Secretary of Defense. Subject to mission requirements, a position may be redesignated as Excepted to Furlough – if so, a furloughed employee will be recalled and required to report for duty for delayed pay. If an employee does not report to work as required, they may be charged Absent without Leave (AWOL), which may result in formal discipline, up to and including removal from Federal Service. Pay and Benefits During the furlough period, furloughed employees will be in a non-pay/non-duty status, and may not work at their workplace or other alternative worksite unless and until recalled. During the furlough, furloughed employees will not be permitted to serve as an unpaid volunteer with the Federal government. Any paid leave (annual, sick, etc.) previously approved for use during the furlough period is cancelled. The employee’s FEHB coverage will continue even if no premium payments are being made. Employees experiencing a qualifying life event may contact the benefits center (888-320-2917, or navybenefits@us.navy.mil) to enact necessary changes. Unless pay is otherwise authorized by Congress, after the lapse in appropriations has ended, furloughed employees will receive retroactive pay at the employee’s standard rate of pay under 31 U.S.C. § 1341(c). Unemployment Compensation Employees may file a claim for unemployment through their state's unemployment office. Employees should bring a copy of the furlough letter and an SF-8, to file along with their claim. Employees are cautioned that they may be required to repay any unemployment insurance payments once an appropriations bill is enacted and they receive pay for the period of the furlough. The state unemployment office may provide clarification. Additional information about unemployment insurance is available at the DCPAS Unemployment or the Career One Stop page. DCPAS Unemployment Page: https://www.dcpas.osd.mil/policy/benefits/unemploymentcompensation Career OneStop Web Reference: https://www.careeronestop.org/LocalHelp/UnemploymentBenefits/unemployment-benefits.aspx Furlough Appeal Rights The following employees may appeal a furlough action to the Merit Systems Protection The process to exercise your appeal and complaint rights are set forth below. Carefully read the explanations for how to exercise your options and the effects of an election as you may elect only one avenue for redress. MSPB Appeal: The following employees may appeal this action to the Merit Systems Protection Board (MSPB):
Employees may appeal to the MSPB if they have:
Completed a probationary or trial period, or
1 year of current continuous employment in the competitive service under other than a temporary appointment
Employees in the excepted service, unless encumbering the same position as held at the time the position was converted from the competitive service, who have veterans’ preference may appeal to the MSPB if they have completed 1 year of current continuous service in the same or similar position as the one they now occupy.
Unless encumbering the same position as held at the time the position was converted from the competitive service, employees in the excepted service who do not have veterans’ preference and who are not serving a probationary or trial period under an initial appointment pending conversion to the competitive service may appeal to the MSPB if they have completed 2 years of current continuous service in the same or similar positions in an Executive agency under other than a temporary appointment limited to 2 years or less.
Career SES appointees (except reemployed annuitants) who believe the requirements of part 359, subpart H, of title 5, C.F.R., or the agency’s procedures have not been correctly applied may also appeal to the MSPB. Career SES appointees may inspect the regulations and records pertinent to this action. To coordinate an inspection, please contact NAVWAR_Furlough_Questions@us.navy.mil.
Employees in the excepted service on Schedule C appointments do not have appeal rights to the MSPB; nor do non-career, limited-term, and limited emergency employees in the SES. If you have the right of appeal to the MSPB and wish to appeal this action to the MSPB, you must file an appeal within 30 calendar days after the effective date of your furlough, or 30 days after the date of your receipt of this decision notice, whichever is later. If your appeal is not submitted within the time set by statute, regulation, or order of a judge, it will be dismissed as untimely filed unless a good reason for the delay is shown. The judge will provide you an opportunity to show why the appeal should not be dismissed as untimely. You may obtain a copy of the appeals form and information about the appeals process from the MSPB website at: http://www.mspb.gov/appeals/appeals.htm or contact your servicing Employee Relations Specialist at NAVWAR_Furlough_Questions@us.navy.mil. Your appeal must be filed with the MSPB regional or field office serving the area of your duty station when the action was taken. Based upon your duty station, the appropriate regional or field office is may be found at: https://www.mspb.gov/about/contact.htm. The MSPB strongly encourages the use of electronic filing at: https://e-appeal.mspb.gov. You may wish to check the MSPB’s website for its operating status during this time. Employees with appeal rights to the MSPB have a right to representation in this matter and may be represented by an attorney or other person of their choosing at no expense to the Government. The MSPB will send an Acknowledgment Order and copy of your appeal to NAVWAR: Office of General Counsel (3.0) 2301 Pacific Hwy San Diego, CA 92103 Whistleblower Reprisal Complaint through the MSPB or the Office of Special Counsel (OSC): If you believe this action was taken as reprisal for whistleblowing, you may elect to file a complaint with the MSPB: https://e-appeal.mspb.gov/, or file a complaint with the OSC: https://osc.gov/, which can be followed by an Individual Right of Action appeal filed with the MSPB. Your election to proceed under one process will be considered made when, in a timely manner you: file a complaint with the MSPB; file a complaint with OSC; or file a grievance in writing, whichever event occurs first. Discrimination Complaint: You have the right to file a complaint with your Equal Employment Opportunity (EEO) Office if you believe that this furlough was affected in a discriminatory manner. To do so, you must contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of receipt of this notice. Information regarding the federal sector EEO process is available on the EEO Commission website at: http://eeoc.gov/federal/fed_employees/complaint_overview.cfm. You may contact your servicing EEO Office at: navwar_eeo.fct@us.navy.mil. Use of the pre-complaint process described in 5 C.F.R. § 1614.105 does not constitute an election, but the filing of a complaint does.