Recruiting under Section 503 and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) can feel like a balancing act, combining compliance expectations with the goal of building a workforce that reflects different experiences, skills, and perspectives. 

For federal contractors, Section 503 and VEVRAA requirements are an integral part of recruiting practices. For HR, they also shape how inclusion is incorporated into everyday hiring strategies and decisions.  

Veteran and disability recruitment are smart business moves that strengthen teams, initiate new ideas, and improve overall outcomes across the company. 

Here's What You'll Learn

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Updated November 25, 2025

If your business holds federal contracts, now is the time for you to review OFCCP's new jurisdictional thresholds for Section 503 and VEVRAA that went into effect on October 1, 2025. The new threshold requirements are listed below for Section 503 and VEVRAA. 

New Jurisdictional Thresholds & AAP Requirements

Section 503: The basic coverage threshold rose from $15,000 to $20,000. AAP requirements continue for contractors and subcontractors with at least 50 employees and a single contract of $50,000 or more.​

VEVRAA: The threshold increased from $150,000 to $200,000. AAP requirements apply to contractors and subcontractors with at least 50 employees and a single federal contract of $200,000 or more.

Do you know what Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) mean for your organization? These two regulations are key to ensuring fair hiring practices and fostering inclusive workplaces, especially when it comes to IWD and protected veterans. If you're curious as to how these laws might impact your compliance strategy, read on! 

John Piatt, SHRM-SCP What is Section 503 and VEVRAA?

You stepped into your new HR role ready to make an impact. But instead of a smooth onboarding, you found a pile of human resource problems no one warned you about: missing I-9s, outdated job descriptions, inconsistent compensation structures and practices, zero documentation for veterans programs, and no clear record of outreach efforts. 

John Piatt, SHRM-SCP HR Compliance Nightmares: Fixing The Inherited Messes You Didn't Create

Updated November 25, 2025

If your business holds federal contracts, now is the time for you to review OFCCP's new jurisdictional thresholds for Section 503 and VEVRAA that went into effect on October 1, 2025. The new threshold requirements are listed below for Section 503 and VEVRAA. 

New Jurisdictional Thresholds & AAP Requirements

Section 503: The basic coverage threshold rose from $15,000 to $20,000. AAP requirements continue for contractors and subcontractors with at least 50 employees and a single contract of $50,000 or more.​

VEVRAA: The threshold increased from $150,000 to $200,000. AAP requirements apply to contractors and subcontractors with at least 50 employees and a single federal contract of $200,000 or more.

Although compliance may not be the most exciting part of HR management, it’s still one of the most important, especially if you're a federal contractor. With some of the recent regulatory changes, including the January 2025 rescission of Executive Order 11246, you may be wondering where that leaves your obligations under Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). 

John Piatt, SHRM-SCP Compliance with Section 503 and VEVRAA: Still Required