Updates on VEVRAA and Section 503 Compliance: What Federal Contractors Need to Know
- Ashley Sims
- Jul 14
- 4 min read
Updated: Aug 20
The U.S. Department of Labor (DOL) recently announced important updates that affect federal contractors. These updates are about how the government will now handle rules under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act—two laws that protect veterans and people with disabilities in the workplace.
The Office of Federal Contract Compliance Programs (OFCCP) will resume processing complaints under these laws after a temporary pause earlier this year. Here are the key takeaways you need to know:
Work Resumes: The agency is processing complaints again under VEVRAA and Section 503.
Compliance Reviews Closed: Current reviews will be closed with no further action.
Scheduling List Dropped: OFCCP will not move forward with reviews from the November 2024 list.
AAP Portal Still Closed: Contractors must still follow all rules even though the certification portal remains closed.
VAHBP Moratorium Extended: Providers in the Veterans Affairs Health Benefits Program are exempt from enforcement until May 7, 2027.
Proposed Section 503 Rescission: The DOL has proposed eliminating requirements for voluntary self-identification and the 7% utilization goal, raising concerns about the future of disability inclusion and accountability.
Why This Is Happening
Back in January 2025, President Trump signed Executive Order 14173, which canceled Executive Order 11246—a rule that required federal contractors to take affirmative action to support equal employment opportunity for women and minorities.
In response, the Department of Labor issued Secretary’s Order 03-2025, which put a hold on many of OFCCP’s enforcement actions. This created confusion around how related laws, like VEVRAA and Section 503, would be handled moving forward.
Now, with Secretary’s Order 08-2025, OFCCP has confirmed that VEVRAA and Section 503 are still valid laws, and the agency will begin processing complaints under them again. However, they will not move forward with old compliance reviews and will instead close them.
Why Self-Identification Matters
In addition to these enforcement changes, the DOL has proposed rescinding key provisions of Section 503, including the voluntary self-identification process and the 7% utilization goal for individuals with disabilities.
At Disability Solutions, we strongly oppose this proposed rollback. These provisions are not just data-collection tools—they ensure accountability in hiring and retaining people with disabilities. Removing them risks undoing more than a decade of progress.
As we wrote in our formal response to the Department:
“Without these requirements, self-identification loses meaning. Decoupled from accountability and impact measurement, self-ID risks becoming a checkbox rather than a catalyst for change. This proposal would send a clear message that disability inclusion is no longer a federal priority.”
A Call to Action - LET'S BE LOUD!!!
Now is not the time to step back. Employers must remain accountable for tracking and advancing equity and inclusion for veterans and individuals with disabilities. We urge our community to submit a comment telling the Department of Labor: "Disability hiring goals matter. Accountability matters. Inclusion matters".
The DOL is accepting public comments on the proposed modifications to the section 503 regulations until September 2, 2025.
Submit Comments here: https://www.regulations.gov/docket/OFCCP-2025-0003/document
What This Means for Federal Contractor & Employers
Even though some reviews are being closed, employers are still required to follow the rules under VEVRAA and Section 503. These laws have not changed or gone away.
Keith Meadows, Executive Director of Disability Solutions, shared this statement,
“We are disappointed in the recent OFCCP news but would like to remind everyone these laws are still on the books. Employers still have a legal and moral obligation to advance equity and inclusion. Now is the time to reaffirm our commitments.”
Federal contractors should:
Continue following VEVRAA and Section 503 rules
Keep your affirmative action programs up to date
Stay ready for future compliance checks
Keep recruiting and supporting veterans and people with disabilities
Resources Are Still Available
If you're a veteran or a person with a disability and need help, OFCCP’s Helpdesk and phone support are still open. You can ask questions, report issues, or get help understanding your rights.
Toll-Free Helpline: You can reach the OFCCP's toll-free helpline at 1-800-397-6251 for general information or compliance assistance.
TTY: If you are deaf, hard of hearing, or have a speech disability, you can dial 7-1-1 to access telecommunications relay services and connect with the helpline. You can also use the TTY line directly at 1-877-889-5627.
Online Intake Form: You can access the OFCCP Public Intake Form on the U.S. Department of Labor website to ask questions or request assistance.
Email: You can send an email to OFCCP-Public@dol.gov with your inquiries or for assistance.
Website: The OFCCP website provides comprehensive information about their regulations, filing complaints, and other related matters.
Regional Offices: You can find the contact information for OFCCP's regional and district offices on their website.
At Disability Solutions, we continue to help businesses connect with qualified candidates from the disability community. We’re here to support both employers and job seekers during these changes.
What’s Next
The recent changes may feel like a step back, but the laws protecting veterans and people with disabilities in the workplace are still in place. This is a critical time for employers to show leadership and stay committed to building inclusive, fair workplaces.
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