URGENT UPDATE: What OFCCP Termination Means for Your Federal Contracts

Description

The Office of the Federal Contract Compliance Programs (OFCCP) Has Been Terminated. Learn how it Will Impact Federal Contractors!

The Trump Administration’s recently passed Fiscal Year 2026 budget eliminates all funding for the Office of Federal Contract Compliance Programs (OFCCP). The “Big Beautiful Bill” dismantles the agency and transfers its remaining responsibilities to other federal offices, continuing the Administration’s significant changes to federal contractor oversight.

Established in 1965 and housed within the U.S. Department of Labor, the OFCCP has been responsible for ensuring that federal contractors comply with affirmative action and nondiscrimination obligations under Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). These programs required proactive affirmative action plans and systemic reviews—not merely responses to individual complaints.

However, the FY2026 budget calls for zeroing out OFCCP’s funding, effectively abolishing the agency. The move follows the January 2025 issuance of Executive Order 14173, which revoked EO 11246’s affirmative action mandates. Since then, OFCCP operations have been scaled back drastically—from approximately 479 staff members across 55 offices to fewer than 50 employees in just four regional locations.

Areas Covered in the Session:-

• Learn what executive order has been instrumental in terminating the OFCCP
• Learn how Affirmative Action Plans are now deleted from the OFCCP termination and what Employers need to do after the termination date
• Learn how the following EOs are impacting the workplace: Executive Order 12898 of February 11, 1994 (Federal Actions to Address Environmental Justice in Minority Populations and Low-Income Populations); Executive Order 13583 of August 18, 2011 (Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce).
• (Executive Order 13672 of July 21, 2014 (Further Amendments to
• Executive Order 11478, Equal Employment Opportunity in the Federal Government, and
• Executive Order 11246, Equal Employment Opportunity);
• Learn what will happen to compliance investigations
• Learn how federal contractor programs will be impacted by the termination of the OFCCP
• Learn how the OFCCP termination does not impact the VET requirements
• Learn what policies must change with federal contractors' investigations prior to the termination of the OFCCP.

Why Should You Attend?

Under the Administration’s plan, the limited remaining responsibilities of the OFCCP would be transferred elsewhere: Section 503 disability discrimination enforcement would move to the Equal Employment Opportunity Commission (EEOC), while VEVRAA oversight would be absorbed by the Veterans’ Employment and Training Service (VETS), another arm of the Department of Labor. Congressional action will be necessary to effectuate aspects of the reorganization.

Who Should Attend?

• All Employers
• Business Owners
• Company Leadership
• Compliance professionals
• HR Professionals
• Managers/Supervisors.