OFCCP Continues to Enforce Veterans Affirmative Action Obligations

On January 7, 2026, OFCCP published a routine Notice in The Federal Register informing government contractors and subcontractors that it intends to seek re-approval of all federal contractor and subcontractor veterans affirmative action plan preparation requirements. The Notice follows a series of other activities, all of which indicate that OFCCP anticipates having continued oversight of federal contractor affirmative action obligations for veterans and individuals with disabilities. 

The new notice was issued pursuant to the Paperwork Reduction Act, which mandates that federal agencies get approval every three years for the burden of any reports or records that they require. OFCCP last went through this process for the various affirmative action obligations in 2023. 

This request covers all federal contactor affirmative action requirements under the  Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), including: 

• Preparation of the plans 
• Solicitation of self-identification information 
• Listing jobs with employment service delivery systems (ESDS) 
• Making disclosures to various third parties 

Currently, regulatory approval for the information collection requiring these obligations is set to expire on April 30, 2026, and thus OFCCP is requesting renewal in advance of that expiration date. Upon approval, the authorization will be extended to April 30, 2029. 

OFCCP previously issued its information collection notice for contractor affirmative action plan preparation requirements for individuals with disabilities under Section 503 of the Rehabilitation Act of 1973 (Section 503) on August 25, 2025, likely because its July 1, 2025 proposed rulemaking included substantive revisions to disability-related affirmative action obligations. By contrast, OFCCP did not propose substantive changes to veterans affirmative action obligations. 

Other Activities Suggesting Ongoing OFCCP Enforcement of VEVRAA and Section 503 AAP Obligations 

While the renewal request itself is routine, the fact that OFCCP is asking for the renewal seems to be another sign that it will continue to have oversight responsibilities for enforcement of the laws and regulations imposing affirmative action and equal opportunity in employment for protected veterans and individuals with disabilities. This is the newest of many developments suggesting an ongoing role for OFCCP. Those included the following: 

• On July 1, 2025, OFCCP, as opposed to the Department of Labor or any other federal agency, issued the Notice of Proposed Rulemaking (NPRM) for regulatory changes related to Executive Order 11246, VEVRAA, and Section 503. 
• On July 2, 2025, the Secretary of Labor issued Secretary’s Order 08-2025, which, among other things, reminded contractors “that Section 503 and VEVRAA, along with their implementing regulations, remain in effect and contractors should continue to otherwise comply with their obligations under the Section 503 and VEVRAA regulatory schemes.” 
• On September 30, 2025, Catherine Eschbach, who was the original OFCCP Director under this administration, moved from OFCCP to EEOC, where she will have a role overseeing litigation for the EEOC. Ms. Eschbach’s focus during her time at OFCCP was unwinding contractor women and minority affirmative action obligations. Her move from OFCCP to EEOC is consistent with Ms. Eschbach’s focus on enforcing Executive Order 14173 and pursuing unlawful DEI. 
• That same day, the Secretary of Labor appointed Ashley Romanias to replace Catherine Eschbach as Director of OFCCP. This is consistent with OFCCP having a continued role in overseeing and enforcing obligations under VEVRAA and Section 503. 
• The budget package for fiscal year 2026 that was advanced to the full Senate by the Senate Appropriations Committee included full funding at fiscal year 2025 levels for OFCCP. 
• No legislation has been introduced moving oversight and enforcement of VEVRAA or Section 503 away from OFCCP. 
• The recently announced bipartisan fiscal year budget deal for EEOC does not allocate resources for EEOC to assume oversight and enforcement of VEVRAA or Section 503. 

What This Means for Your Organization 

OFCCP’s renewal request underscores the Agency’s intention to extend federal contractor veterans affirmative action obligations. Accordingly, contractors should continue to do the following: 

• Invite applicants and hires to self-identify as a protected veteran 
• Prepare and maintain annual affirmative action plans for protected veterans 
• List job openings with the required state or local ESDS

Contractors also continue to be required to prepare annual affirmative action plans for individuals with disabilities, including annual plan preparation and disability self-identification invitations. 

If you need help meeting VERAA and Section 503 requirements, reach out to OutSolve today and their consultants can assist.