Is EEO Still Relevant in 2025?

Yes. Equal Employment Opportunity (EEO) compliance and the prohibition of workplace discrimination remain central under the Civil Rights Act of 1964, enforced by the U.S. Equal Employment Opportunity Commission (EEOC). However, a major policy change occurred on January 21, 2025, when a new executive order rescinded Executive Order 11246, which had previously required affirmative action programs for federal contractors.

Although federal contractors are no longer obligated to implement affirmative action, they—along with most U.S. employers—must still comply with Title VII employment discrimination laws, as well as other federal anti-discrimination statutes prohibiting discrimination based on race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, and genetic information. Employers must also continue posting EEOC workplace rights notices for employees.

What Employment Laws Are Still in Effect?

• Title VII of the Civil Rights Act of 1964
  This cornerstone of EEO law prohibits discriminatory employment practices related to hiring, promotion, compensation, and termination. It also prohibits workplace harassment and protects against retaliation claims when employees assert their rights.

• EEOC Enforcement
  The EEOC continues investigations into workplace discrimination claims, provides guidance on federal employment law, and ensures compliance through EEO complaint processes, conciliation agreements, and litigation when necessary.

• Posting Requirements
  Employers must still comply with EEO posting requirements, which inform employees of their rights under federal employment discrimination laws.

What Has Changed in 2025?

• Rescission of Executive Order 11246
  The January 2025 order eliminated the affirmative action compliance requirements for government contractors, removing the obligation to develop written affirmative action plans (AAPs) tied to federal contracts.

• No More Mandatory Affirmative Action for Federal Contractors
  While contractors must still uphold anti-discrimination workplace policies, they are no longer required to establish federally mandated diversity hiring initiatives or affirmative action programs.

Bottom Line

Although the affirmative action mandate for federal contractors has ended, EEO compliance programs remain crucial for employers. Title VII protections, along with the Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), and Genetic Information Nondiscrimination Act (GINA), continue to apply. Employers must demonstrate commitment to equal opportunity employment practices, diversity and inclusion strategies, and workplace fairness.

Spectrum EEO remains an industry leader in EEO investigator training, affirmative action compliance education, and workplace discrimination prevention. Our team helps employers, HR professionals, and investigators understand evolving EEO laws, maintain compliance with EEOC enforcement standards, and create equitable workplace environments.