Affirmative Action Plans
Stay Compliant with Current Federal Contractor Requirements
Federal affirmative action requirements have changed significantly. While affirmative action plans based on race and gender are no longer required for federal contractors, certain compliance obligations for protected veterans and individuals with disabilities remain in effect.
Archbright's wholly owned subsidiary, Association Services of Washington, Inc., has helped employers navigate affirmative action compliance for more than 25 years. We monitor regulatory changes and prepare compliant affirmative action programs that reflect current federal requirements.
Who Needs an Affirmative Action Program?
Federal contractors and subcontractors may still be required to maintain written affirmative action programs if they:
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Have 50 or more employees and a covered federal contract of $200,000 or more, requiring a written affirmative action program for protected veterans under VEVRAA.
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Have 50 or more employees and a covered federal contract of $50,000 or more, requiring a written affirmative action program for individuals with disabilities under Section 503 of the Rehabilitation Act.
Beginning with plan years on or after September 21, 2026, disability affirmative action program requirements have been streamlined. While a written plan is still required, certain disability utilization goals and voluntary self-identification requirements have been eliminated.
What’s Included
Veterans (VEVRAA)
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Data collection analysis of protected veterans
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Written VEVRAA Affirmative Action Program
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Veteran hiring benchmark analysis
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Review of outreach and recruitment efforts
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Compliance process and recordkeeping review
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Required policies and narratives
Individuals with Disabilities (Section 503)
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Written Section 503 Affirmative Action Program
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Confirmation of equal employment opportunity and accommodation practices
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Client’s assessment of recruitment, hiring, promotion, retention, and accessibility efforts
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Review of disability outreach activities
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Compliance documentation review
Why Employers Choose Archbright
Preparing and maintaining an affirmative action program requires detailed workforce analysis, compliance documentation, and ongoing monitoring of regulatory changes.
For more than 25 years, Archbright has helped employers develop compliant affirmative action programs and prepare for potential audits and compliance reviews. Our team stays up to date on changing federal contractor requirements, so you can focus on running your business.
Frequently Asked Questions about Affirmative Action Plans
Federal affirmative action requirements for race and gender were eliminated following the January 21, 2025, Executive Order that revoked Executive Order 11246. Federal contractors are no longer required to maintain affirmative action plans for race and gender, and the OFCCP is no longer enforcing those requirements. Requirements related to protected veterans and individuals with disabilities remain in effect.
Some do. Federal contractors and subcontractors may still be required to maintain written affirmative action programs for protected veterans under VEVRAA and individuals with disabilities under Section 503 of the Rehabilitation Act. The requirements that apply depend on factors such as employee count and federal contract value.
Federal contractors and subcontractors with 50 or more employees and a covered federal contract of $200,000 or more must maintain a written affirmative action program for protected veterans.
Federal contractors and subcontractors with 50 or more employees and a covered federal contract of $50,000 or more must maintain a written affirmative action program for individuals with disabilities.
Effective September 21, 2026, the U.S. Department of Labor rescinded the Section 503 disability utilization goal requirements and the related voluntary disability self-identification requirements. Employers may still be required to maintain a disability affirmative action program, but the content and compliance obligations associated with those plans have changed.
Not necessarily. The revised disability requirements apply to affirmative action plans with plan years beginning on or after September 21, 2026. Employers are not required to revise plans that began before that date and may continue using their existing plans until their next plan year.
The most important factors are the number of employees you have and the value of your covered federal contracts. Archbright can review your situation and help identify the affirmative action services appropriate for your organization.
Archbright prepares affirmative action programs for veterans and individuals with disabilities, including required narratives, compliance reviews, workforce analyses, and documentation reviews.
Archbright's wholly owned subsidiary, Association Services of Washington, Inc., has assisted employers with affirmative action compliance for more than 25 years.
If you do not have covered federal contracts, your affirmative action obligations may be different or may no longer apply.