The "Restore Department of Veterans Affairs Accountability Act of 2025" aims to enhance accountability within the Department of Veterans Affairs (VA) by significantly modifying personnel action procedures for its employees. This legislation introduces new, expedited disciplinary processes for supervisors and management officials, while also amending existing procedures for senior executives and other VA employees.

A key provision establishes a new section, 712, in Title 38, United States Code, specifically for supervisors and management officials. Under this section, the Secretary of Veterans Affairs may remove, demote, or suspend a covered individual based on substantial evidence of performance or misconduct. The bill outlines specific factors for initial decision-making, such as the nature and seriousness of the offense and the employee's job level, and mandates that the Secretary review and uphold decisions supported by substantial evidence.

Crucially, the bill eliminates the requirement for a performance improvement plan (PIP) before taking disciplinary action and states that procedures under Chapter 43 of Title 5 will not apply. It also imposes strict timelines, requiring the aggregate period for notice, response, and final decision not to exceed 15 business days, with the grievance process taking fewer than 21 days. While employees retain rights to advance notice, evidence, and representation, actions are explicitly made non-appealable to the Merit Systems Protection Board (MSPB).

Furthermore, the bill limits judicial review, stipulating that courts may not review or mitigate the penalty imposed, except for constitutional issues. Similar modifications are made to existing disciplinary procedures for senior executives (Section 713) and other VA employees (Section 714), requiring substantial evidence for actions and restricting external review of penalties. The legislation also clarifies that its procedures supersede inconsistent collective bargaining agreements and includes protections for whistleblowers, requiring Special Counsel approval or a final decision on disclosures before disciplinary action.