On July 6, 2026, the Office of Federal Contract Compliance Programs (OFCCP) published its regulatory agenda within the Unified Agenda of Federal Regulatory and Deregulatory Actions. Published in the spring and fall each year, the Unified Agenda of Federal Regulatory and Deregulatory Actions includes the actions that federal agencies intend to issue in the short and long term.
Actions included in the agenda are classified into two stages – either the proposed rule stage, meaning it still needs to go through the notice and comment process, or the final rule stage, meaning it is in the process of being finalized to be issued in the Federal Register. OFCCP’s agenda includes three items, all listed at the final rule stage.
The first rule included is "Recission of Executive Order 11246 Implementing Regulations." This rule will officially rescind the implementing regulations for Executive Order (EO) 11246, which was revoked by EO 14173 in January 2025. This will eliminate the regulatory requirement for federal contractors to maintain affirmative action programs for women and minorities.
The second rule listed would modify the regulations that implement Section 503 of the Rehabilitation Act of 1973, as Amended (Section 503). The agency’s proposal, which was published publicly in July 2025, would remove the utilization goal for individuals with disabilities and the data collection analysis and disability self-identification requirements. Most of the public comments on the agency’s proposal opposed these changes.
The third rule included in the agenda from OFCCP would revise the regulations that implement the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as Amended (VEVRAA). As with the Section 503 revisions, it would remove the references to EO 11246 in VEVRAA. It would also adjust the jurisdictional thresholds for VEVRAA from $150,000 to $200,000, which were adjusted for inflation by the Federal Acquisition Regulation Council in October 2025. No changes were proposed to the data collection and analysis requirements.
While all three rules are listed as being in final rule status as of July 2026, it is important for contractors to be aware that the requirements outlined in Section 503 and VEVRAA remain intact. Federal contractors who meet the contract and employee threshold amounts are required to continue soliciting self-identification information for individuals with disabilities and Veterans and preparing the required reports and affirmative action plans for both groups.