Federal Reporting Requirements: Why Contractors Use OutSolve

HR compliance failures begin in the margins with small errors, missed deadlines, or incomplete reports. But these minor issues can snowball into failed audits, penalties, and lost government contracts. For HR leaders navigating federal reporting requirements, the margin for error is thin, and the consequences are significant. 

On January 21, 2025, President Donald Trump signed Executive Order 14173, which revoked Executive Order 11246 and effectively ended affirmative action mandates based on race and gender for federal contractors. However, statutory obligations under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 remain in full effect. For federal contractors, this means that timely, accurate, and complete reporting remains a critical compliance function that protects the organization’s ability to operate. 

Dependable HR compliance requires accuracy and adaptability. Forward-thinking HR leaders are turning to compliance partners such as OutSolve to confidently meet reporting obligations for EEO-1, VETS‑4212, Section 503, and VEVRAA, all while navigating shifting federal priorities. These reports aren’t optional: They’re essential to your ability to remain competitively eligible for federal contracts. OutSolve knows how to do reporting correctly, helping clients comply with confidence.  

The OutSolve Approach: Unified Compliance Support 

Managing multiple federal reporting requirements often means pulling the same workforce data multiple times, editing data to fit various formats, and tracking multiple deadlines. This process creates opportunities for inefficiencies, errors, and compliance gaps. To streamline reporting, OutSolve serves as a single source for all major federal contractor compliance requirements and reporting needs. 

With OutSolve, companies typically only need to submit their workforce data once. This one-time submission process fuels timely and accurate submissions for EEO-1, VETS-4212, Section 503, VEVRAA, and more. This integrated approach simplifies compliance with federal laws and  reduces administrative burden, minimizing the risk of inconsistencies across filings, and streamlining internal review processes. 

Built for speed and accuracy, OutSolve’s unified support model provides a dedicated federal reporting compliance team that understands the nuances of each report. This means fewer back-and-forths, faster turnarounds, and filings that are consistent, complete, and timely. 

EEO-1 Reporting 

The EEO-1 Component 1 report is a mandatory, annual filing that requires covered employers to submit demographic workforce data, including race, ethnicity, sex, and job category information. For federal contractors, this report is a critical tool used by the Equal Employment Opportunity Commission (EEOC) to enforce equal-opportunity requirements and monitor workplace anti-discrimination efforts. 

The experts at OutSolve complete thousands of EEO-1 reports annually for organizations across industries. They bring unmatched familiarity with reporting standards, deadlines, and data integrity requirements. The team has deep experience navigating complex reporting scenarios, from multi-establishment filings to mergers and reorganizations. 

A great federal reporting partner does more than merely complete forms. At OutSolve, we provide guidance on job category classifications to ensure accurate workforce segmentation, apply rigorous error-checking to catch data inconsistencies before information is reported, and offer strategic support to simplify internal reviews. The end result: You can submit with confidence, knowing your reports meet all federal requirements. 

VEVRAA Requirements 

VEVRAA requires federal contractors with contracts of $150,000 or more and 50 or more employees to take proactive steps in recruiting, hiring, and retaining protected veterans. This includes maintaining a written affirmative action plan to employ and advance qualified veterans, setting annual hiring benchmarks, and conducting outreach efforts aimed at veteran communities.  

OutSolve supports clients with full VEVRAA compliance. This includes tracking outreach efforts, evaluating the effectiveness of recruiting strategies, and good faith efforts toward hiring initiatives. Our team of experts will help you assess which sources are producing qualified veteran candidates, recommending adjustments when efforts fall short. 

Unlike providers that only manage paperwork, OutSolve offers proactive support, including annual evaluations, recordkeeping guidance, and documentation templates. Our approach enables clients to demonstrate technical compliance and show their meaningful, measurable commitment to veteran inclusion. 

VETS-4212 Reporting 

The VETS-4212 report is a key component of federal compliance under VEVRAA. This annual submission requires federal contractors to report the number of protected veterans they hire and employ. This provides transparency into veteran employment practices and progress toward hiring benchmarks set by the Department of Labor. 

OutSolve compliance consultants help HR teams navigate shifting federal compliance requirements and support full compliance year after year. With deep expertise in VETS-4212 reporting, our experts make sure you file the report correctly and accurately, as well as provide guidance to ensure your employees fall into the correct EEO categories. We combine our industry knowledge with specialized tools and templates to organize your data efficiently and flag issues before they become compliance risks. 

When you partner with OutSolve, you can expect accurate, on-time submissions that reflect your true veteran hiring efforts. In addition to handling the technical filing to federal agencies, we provide insight into veteran employment trends and help clients align their outreach and hiring strategies with VEVRAA’s expectations. 

Section 503 of the Rehabilitation Act 

Section 503 requires covered federal contractors to take affirmative action to employ and advance individuals with disabilities. This includes setting an annual utilization goal, inviting applicants and employees to voluntarily self-identify, and maintaining detailed records on progress and engagement. 

OutSolve simplifies this complex process with tools and workflows that make Section 503 compliance efficient and insightful. We help clients track disability status data securely and assess their workforce composition against utilization goals. Our system flags gaps early so clients can take corrective steps well before an audit. 

OutSolve equips HR leaders with strategies for inclusive hiring, best practices for self-identification outreach, and documentation that demonstrates due diligence. Our clients are prepared with clear data, complete records, and a partner who understands the full scope of Section 503 obligations. 

5 Reasons HR Leaders Trust OutSolve for Federal Reporting Compliance 

Federal reporting requirements demand more than a basic understanding of forms and deadlines. They require deep regulatory knowledge, strategic data management, and a partner who understands the full picture of your compliance needs. Here are several benefits for HR leaders who trust OutSolve. 

Get Expert Guidance on Every Report 

OutSolve is more than a filing service for federal reporting requirements. We help interpret complex laws and regulations, identify and resolve common errors, and provide ongoing support to our clients. Our team brings decades of specialized experience to every interaction, whether it's a question about job classifications or responding to other inquiries. 

Streamline Reporting with Unified Data 

With OutSolve, clients typically only submit their workforce data once. From that single submission, we support filings including EEO-1, VETS-4212, Section 503, and VEVRAA. This streamlined process saves time, minimizes disruption, and ensures consistency across reports. 

Save Time with Historical Data Built In 

We don’t start from scratch with each filing. OutSolve retains your historical data and compliance context, making each year’s reporting more efficient and accurate. This also reduces the burden on internal HR teams to re-create their systems and structures. 

Work With One Expert, Not Multiple Vendors 

No more coordinating with multiple vendors or repeating your compliance needs. With OutSolve, you’ll have a dedicated contact who understands your organization to make sure nothing falls through the cracks. 

Partner with Confidence: Simplify Federal Reporting With OutSolve 

Amid changing federal priorities and reporting requirements, businesses must not only understand what reporting requirements remain, but also their nuances. Meeting federal reporting requirements is critical for protecting your organization’s reputation, existing government contracts, and future opportunities. Whether dealing with EEO-1 to VETS-4212, Section 503, or VEVRAA, each report demonstrates your commitment to equal opportunity and regulatory compliance. 

Understanding today’s requirements and staying current on shifting priorities from the federal government can be daunting. But you don’t have to navigate it alone. 

OutSolve helps federal contractors meet these obligations with confidence, accuracy, and efficiency. Whether you're preparing your first submission or refining a long-standing compliance strategy, our federal compliance solutions are here to support you every step of the way. 

With more than 3,500 satisfied clients, a 98% retention rate, and over 25 years of experience in HR compliance, OutSolve is the trusted choice for federal contractors in the United States who want to simplify reporting and stay ahead of regulatory changes. 

Connect with an OutSolve consultant today to simplify your federal reporting process and ensure you’re always ready, no matter what compliance demands come next.