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On October 26, 2026, the US Department of Labor formally eliminated the rules that, for nearly 60 years, required federal contractors to maintain affirmative action plans for women and minorities. Although the government has not enforced affirmative action requirements since January 2025, when the President revoked Executive Order 11246, the new rule formally rescinds the implementing regulations and confirms that contractors no longer need to prepare or maintain affirmative action plans for women and minorities.
Key Takeaways:
- Written affirmative action plans, workforce analyses, and hiring goals for women and minorities are no longer required.
- Affirmative action requirements for individuals with disabilities and protected veterans are not affected.
- Title VII and similar federal, state, and local laws still protect employees and applicants from discrimination.
Employers who are federal contractors should retire Executive Order 11246 plans and policy language, to the extent they have not already done so. However, employers should review state and local contractor requirements, which may still apply.
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