7 Shocking Realities Of Being 'Stationed At Home': The New Military And Federal Remote Duty

The phrase "Stationed At Home" has evolved from a casual term for teleworking into a formal, policy-driven reality for a growing number of U.S. military service members and federal employees. As of late 2024 and heading into 2025, this status represents a fundamental shift in how the Department of Defense (DOD) and other federal agencies define an employee's official "Permanent Duty Station" (PDS). This isn't just working from a laptop; it's a new administrative status with profound implications for locality pay, travel entitlements, and career progression, driven by updated policies like the DOD Instruction (DoDI) 1035.01 on Telework and Remote Work, last updated in January 2024. This new era of "Remote Duty" seeks to enhance workforce flexibility, improve the quality of life for military families—particularly by supporting military spouse employment—and help agencies recruit and retain top talent in a competitive labor market. Understanding the nuances of being officially "stationed at home" is crucial for anyone in the federal or military system, as the rules dictate everything from your paycheck to your eligibility for certain benefits.

The Official Shift: How 'Stationed At Home' is Defined by Policy

The concept of being officially "stationed at home" is rooted in the distinction between Telework and Remote Work within federal policy. While both involve working outside the traditional office, their definitions have massive consequences for the employee's official status.

Telework vs. Remote Work: The Critical Difference

* Telework: This is a work flexibility arrangement where an employee performs their duties from an approved alternative worksite, such as their home, for a portion of their work week. Crucially, the employee's official Permanent Duty Station (PDS) remains the agency worksite (e.g., the military base or federal office). A teleworker must still report to the official worksite on a regular, recurring basis. * Remote Work (The "Stationed At Home" Status): This is the arrangement where the employee's official Permanent Duty Station (PDS) is their home address or an approved alternative location outside the commuting area of the traditional worksite. A remote employee is not expected to report to the agency worksite regularly. This is the true meaning of being "stationed at home." The DOD Instruction (DoDI) 1035.01, updated in early 2024, provides the framework for this status for both civilian and military personnel. For a service member, the Permanent Duty Station (PDS) is their official station and is based on a Permanent Change of Station (PCS) order, which can now, in certain cases, designate the home as the PDS.

7 Shocking Realities of the 'Stationed At Home' Status

The shift to an official "Remote Duty Station" carries a set of administrative and financial realities that surprise many service members and federal employees accustomed to traditional assignments.

1. Your Locality Pay Changes Immediately

One of the most significant and often surprising impacts of the "Stationed At Home" status is the change to your locality-based pay. All pay entitlements and government benefits are based on the new official remote duty station—your home address. * The Reality: If your agency's worksite is in a high-cost area like Washington, D.C., but your remote duty station (your home) is in a lower-cost area like rural Maryland, your locality pay will be adjusted downward to reflect the lower cost of labor at your remote location. This can result in a substantial change to your take-home pay, a critical factor to consider before accepting a remote assignment.

2. Travel is Treated as Duty Travel, Not Commuting

For a traditional employee, travel to the official worksite is considered a commute. For a remote worker, this changes entirely. * The Reality: If you are "Stationed At Home" and your agency requires you to report to the traditional worksite, that travel is now considered official duty travel. This means you may be eligible for travel entitlements, such as per diem and reimbursement for transportation costs, because you are traveling away from your official duty station (your home).

3. PCS Orders May Designate Your Home as the PDS

For military service members, the "Stationed At Home" status is formalized through the Permanent Change of Station (PCS) order process. * The Reality: Unlike a temporary telework arrangement, a remote assignment requires a formal PCS order that officially changes the member's Permanent Duty Station (PDS) to their approved home location. This is a significant administrative move that dictates all future entitlements and assignments.

4. It's a Lifeline for Military Spouse Employment

A primary driver for the expansion of remote work policies within the DOD is the chronic issue of military spouse unemployment, which is significantly higher than the national average. * The Reality: By allowing service members to be "stationed at home" in a location where their spouse has a stable, professional career, the DOD can dramatically improve family quality of life and retention rates. This flexibility is a powerful tool for recruiting and keeping high-quality personnel who might otherwise leave the service due to family demands.

5. Eligibility is Highly Restrictive and Job-Specific

Not all jobs are eligible for the "Stationed At Home" status. Federal agencies and the military maintain strict criteria to ensure mission readiness and security. * The Reality: Eligibility is often limited to roles that are 100% portable and do not require regular access to classified materials, specialized equipment, or in-person interactions that are essential to the mission. Positions often involve administrative, IT, policy, or analytical work. Each request for remote duty is evaluated on a case-by-case basis by the command or agency head.

6. The Contract Can Be Terminated at Any Time

While the remote duty status is formalized, it is not guaranteed for the duration of an assignment. * The Reality: Agencies and commands maintain the right to terminate a remote work agreement (ending the "Stationed At Home" status) and require the employee to relocate back to a traditional worksite. This can happen due to mission needs, performance issues, or a change in agency policy, requiring the employee to be ready for a reassignment.

7. It Creates a New Competition Dynamic

The rise of remote duty has created a new kind of internal competition within the federal workforce. * The Reality: As reported by the House Oversight Committee, employees may "shop" between different agencies or commands based on which one offers the most flexible or permanent remote work options. This forces agencies to compete to offer the best work-life balance to attract and retain talent, making remote work a key negotiation point in the hiring process.

The Future of Federal and Military Workforce Flexibility

The status of being "Stationed At Home" is a clear indication that the federal government and the military are adapting to modern workforce demands. This shift, formalized by updated policies, is not a temporary measure but a permanent fixture in the talent management strategy. As we move toward 2025, the focus will continue to be on leveraging technology and administrative flexibility to maximize mission effectiveness while enhancing the well-being of the workforce. The success of these remote duty assignments will ultimately depend on the ability of commands and agencies to maintain rigorous security, performance standards, and clear communication with their geographically dispersed personnel. This new reality offers unprecedented opportunities for work-life integration but requires careful attention to the complex administrative and financial implications detailed in the new policies.