Concerns Over Social Security Administration’s Staffing and Benefits Changes

Federal labor unions are raising alarms about how increased workloads, layoffs, and shrinking resources are affecting the Social Security Administration’s capacity to assist the public. Recent modifications to employee benefits are adding to these challenges.

During a virtual press conference last week, the American Federation of Government Employees (AFGE) emphasized the urgent need for Congress to provide an extra $3 billion in funding for the SSA. Union representatives claim that the agency has been operating under staffing shortages for far too long.

Jessica Lapointe, head of AFGE Council 220 which represents numerous SSA employees, stated that additional resources are necessary to hire 20,000 more workers to tackle an ongoing backlog and delays that have intensified since 2011.

“We’re losing staff, and this makes it hard to recruit and retain new employees,” Lapointe informed reporters.

According to the Office of Personnel Management, more than 7,000 SSA employees were lost during the Trump administration in 2025, with a projected net loss of nearly 8,000 by 2026. This has left the agency with roughly 50,000 employees, the lowest number in decades, translating to around one field office employee for every 4,000 beneficiaries.

In light of the staffing cuts, the SSA reassigned over 2,000 employees to other roles, taking them away from claims processing and direct support in field offices. AFGE’s Rich Couture criticized this move, calling it inefficient and wasteful, emphasizing the necessity for more personnel at the SSA.

For its upcoming fiscal year 2027 budget, the SSA is aiming to implement what it calls a “digital first” strategy. This includes a request for $1.9 billion in IT funding to modernize outdated systems and expand digital services.

SSA representatives argue that this budget will support the agency in carrying out its agenda more effectively. However, AFGE officials contend that the budget does not adequately address the workforce’s needs, leading to longer waiting times and service delays.

“We’re advocating for a people-first approach,” Couture remarked.

Earlier in the year, SSA Secretary Frank Bisignano claimed that the agency was performing better than ever despite having fewer employees. He stressed the importance of having the right number of staff in the right positions.

In June, the SSA issued a press release highlighting improvements, such as reduced wait times and a decline in disability claims backlog.

Yet, AFGE members are asking for more clarity on how the SSA calculates its service metrics, questioning whether improvements are genuine or simply a matter of adjusted reporting.

Changes to Leave Policies

Simultaneously, AFGE is urging the SSA to withdraw its recent suspension of advanced sick and annual leave requests. This policy, implemented in July, restricts employees from requesting leave until they have accrued their full leave balance.

This change could negatively affect workers who rely on advance leave during family emergencies or health issues. Although an SSA spokesperson insisted that the new policy doesn’t impact existing paid leave benefits, AFGE representatives worry it could deter recruitment and contribute to employee burnout.

“This forces employees to choose between their health and their financial security,” commented Angela DiGeronimo, an AFGE Council 220 executive. She expressed concerns over the agency’s ability to draw in new talent as competition increases, warning that accessing benefits may become increasingly difficult for the public.

Reports have indicated that both the SSA and the IRS, where Bisignano serves as CEO, have halted the advanced leave options. AFGE intends to pursue grievance and arbitration regarding this change.

Couture stressed that flexible benefits play a crucial role in keeping employees engaged and present at the SSA. A recent Government Accountability Office report warned about the risk of further job losses, especially after the elimination of remote work opportunities.

Lapointe added, “Protecting our workforce is vital. The dedicated employees we have and the new ones we bring in are essential to the program’s future.”