The FY 2025 National Defense Authorization Act (NDAA) includes several MOAA-supported initiatives designed to improve the quality of life for military families, a longstanding legislative priority for our association.

[RELATED: NDAA Clears Congress | What’s In, What’s Out, of the NDAA]

Key NDAA provisions focus on advancing military spouse employment opportunities, expanding access to child care, and providing additional support for families facing economic challenges. Here’s an overview of the most notable measures:

Military Spouse Employment

• Portability of Professional Licenses: The law grants DoD permanent authority to work with the Council of State Governments to develop interstate compacts, simplifying the portability of occupational licenses for military spouses across state lines. This measure, complemented by broader improvements to professional license portability found in the law, will alleviate one of the challenges military families face during relocations, enabling spouses to maintain consistent employment.
  
  
• Military Spouse Career Accelerator Program: MSCAP, established as a five-year pilot in the FY 2022 NDAA, offers military spouses targeted support through internships and professional development opportunities, increasing their employment potential in high-demand sectors. Due to initial successes, the FY 2025 NDAA extends the program until Dec. 31, 2033.
  
  
• Noncompetitive Appointments of Military Spouses: The NDAA ensures the continuation of the authority for federal agencies to make noncompetitive appointments of military spouses and requires increased transparency on the use of this authority.
  
  
• Extended Child Care for Spouses Seeking Employment: Military spouses looking for employment may qualify for up to 180 days of child care services, easing the logistical barriers associated with job hunting.

[RELATED: MOAA’s Transition and Career Center]

Child Care

• Competitive Pay and Benefits for Providers: This initiative ensures child care providers within DoD programs receive competitive compensation, improving recruitment and retention of skilled professionals.
  
  
• Full Funding of Child Care Fee Assistance: Military families who are unable to secure child care aboard an installation are eligible to apply for fee assistance through the Military Child Care in Your Neighborhood program. Subject to the availability of appropriations, the FY 2025 NDAA mandates full funding of the program to ensure all families who apply are granted support.
  
  
• Parent Fees for Child Care Providers: To incentivize the hiring of additional child care providers, the Air Force offers Child Development Program staff no-cost care for the first enrolled child at a child development center. The NDAA includes a provision requiring all services to provide the same benefit.

[RELATED: DoD Agency Names Top Priorities for State-Level Family Support in 2025]

Additional Provisions

• Inclusive Playground Pilot Program: This program will establish inclusive playgrounds on military installations – facilities designed to accommodate children of all abilities, fostering inclusive play and strengthening the sense of community among military families.
  
  
• Parental Leave for Coast Guard Reserve Members: Members of the Coast Guard Reserve are now eligible for parental leave, aligning benefits for these servicemembers with those offered to active duty personnel and those serving in the other reserve components.
  
  
• Expanded Eligibility for the Basic Needs Allowance: The NDAA boosts the threshold for this allowance to 150% to 200% of the federal poverty guidelines. This adjustment aims to alleviate economic stress and ensure a stable standard of living for all servicemembers and their dependents.

One key MOAA-supported provision, which proposed additional flexibilities for federal employees who are military spouses, was not adopted. However, the Joint Explanatory Statement accompanying the legislation emphasizes a continued commitment to addressing military spouse employment challenges. This includes a requirement for a briefing to:

• Address barriers to flexible work options, including telework.
• Explore adjustments to retain military spouses in existing telework-capable positions.
• Analyze data regarding current military spouse employment with DoD and military services.
• Identify issues with utilizing Military Spouse Preference (MSP), particularly regarding overseas direct hire authority.

[RELATED: MOAA.org/FedJobs]

The FY 2025 NDAA reaffirms the nation’s commitment to military families by expanding essential resources and addressing systemic challenges. Although some proposed provisions were not adopted, DoD’s ongoing efforts to remove employment barriers and enhance family services reflect a broader strategy to support the well-being and readiness of the military community.