Union Shake-Up at the VA: What the Fallout Means for Your Care

1. What Happened

On August 6, 2025, the U.S. Department of Veterans Affairs officially terminated collective bargaining agreements with most of its bargaining-unit employees. This includes major unions like AFGE, NAGE, NFFE, SEIU, and National Nurses United, impacting approximately 360,000 to 400,000 VA workers. (Read more here)

The VA states this move is rooted in a March executive order prioritizing national security and aims to refocus staff resources on delivering care to Veterans — not handling union business.

2. Why the VA Says It Matters for Veterans

• More care hours, fewer distractions: In 2024, nearly 1,900 VA union employees spent over 750,000 work hours on union-related activities — often during business hours and using clinical/office space.

• Reclaiming space and resources: The VA identified 187,000 square feet previously used by union reps — now to be converted for Veteran care uses.

• Management flexibility: Leaders now have more autonomy to hire, promote, or remove staff based on need and performance — not bound by union constraints.

• (VA News, Military Times, Federal News Network)

VA Secretary Doug Collins emphasized the goal: ensure every VA resource and employee is “singularly focused on the job we were sent here to do: providing top-notch care and service to those who wore the uniform” (VA News).

3. What Veterans & Staff Are Saying

• Labor leaders argue the move may undermine workplace safety, morale, and patient care, especially for nurses and frontline staff.

• Legal tensions remain high—multiple court cases and appeals are already in motion challenging the validity of the executive order and VA’s actions.

4. What It Means for Your VA Experience

Concern	Potential Impact
Staffing & wait times	VA claims the changes allow for faster hiring and accountability—potentially reducing delays.
Service consistency	With contracts gone, there are no union-enforced staffing rules, creating onboarding shifts.
Quality of care	More clinician time + less union overhead = potentially better focus on Veterans — but vigilance is needed.
Policy transparency	Reduced union advocacy may limit whistleblower protections and oversight in some facilities.

5. What You Can Do

• Watch for appointment delays or staff changes at your local facility and let your VSOs or Congress members know if care starts slipping.

• Ask questions about changes in caseworker assignments or clinical staffing.

• Stay informed: This evolving policy is facing legal scrutiny — updates may emerge via news and official VA channels.

• Consider multiple care options: With staffing shifts possible, you may benefit from community care programs bundled under the MISSION Act — or increase filing support from organizations like Increase Your VA Benefits.

Beyond the immediate concerns, this shake-up also raises questions about long-term staffing stability at VA facilities. If employees feel less protected or supported in their roles, turnover could rise, leading to staffing shortages in critical areas like mental health, primary care, and specialty clinics. For veterans, this could translate to longer wait times, fewer provider options, and a decline in overall continuity of care — issues the VA has spent years trying to improve.

In Closing

This sweeping contract termination is one of the largest shifts in VA labor relations in years. Whether you see faster appointments, staffing instability, or improved care quality will depend on how your local VA adapts. In all cases, staying aware and engaged is your best safeguard — and we’re here to help you navigate it.

Want support for your claim, care access issues, or paperwork strategy during this transition? Book a free strategy call today!