DOL Announces Regulatory Rollbacks, Reorientations After EOs
On July 1 and 2, several federal agencies issued proposed rulemakings and regulatory rescissions aligned with recent executive orders. These actions signal a broader shift in regulatory priorities and are now open for public comment.
The Department of Labor’s (DOL’s) Office of Federal Contract Compliance Programs (OFCCP) issued multiple proposed regulations to reorient its enforcement priorities. One proposed rule would officially rescind the rules implementing Executive Order 11246, which required federal contractors to prohibit discrimination and practice affirmative action based on race and sex. This follows the revocation of EO 11246 by EO 14173, which directed federal agencies to end the promotion of diversity initiatives or “workforce balancing” based on protected characteristics.
OFCCP also proposed revisions to its disability and veteran hiring regulations. The disability-related regulations would remove requirements under Section 503 of the Rehabilitation Act that ask applicants to self-identify their disability status and that establish a 7% utilization goal for hiring individuals with disabilities. DOL states that these provisions may conflict with the Americans with Disabilities Act’s prohibition on pre-offer disability inquiries and notes that Section 503 does not mandate placement goals. A third proposal would update enforcement procedures under the Vietnam Era Veterans’ Readjustment Assistance Act to align with the revised EO 11246 framework.
Separately, DOL proposed changes to registered apprenticeship programs. A new rule would remove certain equal employment opportunity requirements that the agency describes as duplicative or outdated. The proposal aims to streamline regulatory compliance and reduce administrative burden, with the goal of promoting broader adoption of registered apprenticeships. This action aligns with EO 14278, which focuses on expanding access to high-paying skilled trades.
Finally, DOL moved to formally rescind outdated regulations issued under the Workforce Investment Act (WIA), which was replaced by the Workforce Innovation and Opportunity Act (WIOA) in 2014. A related rule rescinds coordinated enforcement provisions issued under EO 14192.
SHRM will continue to monitor these regulatory actions and assess their impact on the workplace and the HR profession.
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