MOAA, in collaboration with leading military family support organizations, has urged the Senate Armed Services Committee (SASC) to prioritize a pressing issue affecting military families: the retention of military spouses employed by the federal government.

In a joint Nov. 18 letter to SASC Chairman Sen. Jack Reed (D-R.I.) and Sen. Roger Wicker (R-Miss.), the committee’s ranking member, the organizations called on the committee to adopt Section 1113 of the House version of the FY 2025 National Defense Authorization Act (NDAA). This provision seeks to address the unique employment challenges military spouses face, particularly those in the federal workforce.

[READ THE LETTER]

Military Spouse Employment: A Critical Issue

Military spouse unemployment remains at 21%, more than three times the national average. Frequent relocations due to PCS moves disrupt careers, often forcing spouses to leave federal employment. These disruptions undermine financial stability and intensify the economic challenges faced by military families.

“Military families face immense pressure from childcare shortages and inadequate housing to the added burden of high unemployment and underemployment rates of military spouses. In many cases, a dual income is vital … to achieve financial stability,” the letter states.

“Section 1113 provides a commonsense, cost-neutral solution that benefits both military families and the Department of Defense by ensuring military spouses can continue contributing to their family’s financial security and military readiness.”

[RELATED: Federal Job Resources From MOAA]

Provision Breakdown

Section 1113 introduces flexible measures to improve job retention for federally employed military spouses:

1. Remote Work Flexibility: Federal agencies would evaluate positions for remote work potential, enabling military spouses to continue their roles despite PCS moves.
   
   
2. Reassignment and Alternative Worksites: Agencies could offer equivalent positions at new duty locations or alternative worksites, minimizing disruptions to careers.
   
   
3. Leave Without Pay (LWOP): For those unable to work remotely or relocate within the agency, LWOP would ensure continued employment status and retention of non-financial benefits such as security clearances. This provision would align with the duration of PCS orders, easing workforce reentry when opportunities arise.

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The Federal Government’s Role

Private employers, including Amazon, Starbucks, and Boeing, already have implemented initiatives to support military spouse employment, inspired by the READINESS Act framework which serves as the basis of Section 1113.

However, the federal government has lagged in offering comparable accommodations, a significant oversight given its position as the nation’s largest employer and an executive order calling on the government to be the “employer of choice” for military dependents.

Federal agencies “should be setting be the gold standard for supporting military spouse employment,” the letter states. “For many spouses stationed overseas, the federal government is often the only viable employer.”

A Win for Military Readiness and Retention

MOAA emphasizes the broader implications of military spouse employment for military readiness and retention. Financial instability caused by lost spousal income can hinder a servicemember’s ability to focus on their mission, placing unnecessary strain on families.

By enabling military spouses to retain employment, Section 1113 would ease financial burdens, improve quality of life for military families, and strengthen overall force readiness.

As MOAA and its partners push for the inclusion of Section 1113 in the NDAA, the message to lawmakers is clear: Retaining military spouses in the federal workforce is not just a benefit for families, it is a strategic imperative for the nation’s defense.

With the NDAA under deliberation, military families are hopeful this critical provision will garner the support it needs to become law. Use MOAA’s Legislative Action Center to ask your senators to support efforts to retain federally employed military spouses.