outsolve insights

For covered federal contractors and subcontractors, the takeaway is not that compliance responsibilities have disappeared. Core responsibilities involving disability inclusion, veteran employment, nondiscrimination, reasonable accommodation, outreach, documentation, and written plans continue.

OutSolve What the New Section 503 and VEVRAA Rules Mean for Employers

This article provides strategic guidance for employers, as outlined by OutSolve and Roffman Horvitz.

OutSolve U.S. Department of Labor Appears Poised to Maintain Existing Contractor Obligations for Veterans and Individuals with Disabilities

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

 

Federal contractors continue to face scrutiny when it comes to affirmative action and equal employment compliance. Section 503 of the Rehabilitation Act and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) are two such regulations that directly impact how federal contractors recruit, document, train, and communicate across their organizations. Having a clear, reliable checklist on Section 503 and VEVRAA priorities and responsibilities helps employers move from reactive scrambling to proactive, audit -ready confidence.

John Piatt, SHRM-SCP VEVRAA and Section 503 Checklist for HR Professionals

August 2026 Update: A final rule issued in August 2026 made some changes to Section 503 and VEVRAA requirements. However, underlying obligations including completing written plans for both remains in place. Here is what changed: Section 503: Disability self-identification obligations and the 7% utilization goal were eliminated.

 

Compliance 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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