Complimentary Webinars

Federal contractors and subcontractors have faced a year of changing expectations, making compliance with affirmative action and equal employment opportunity laws challenging and unpredictable. From the recission of Executive Order (EO) 11246 through EO 14173 to the near defunding of the Office of Federal Contract Compliance Programs (OFCCP), many long-standing norms, practices, and requirements have been rethought, reframed, or removed. With the news that OFCCP has now received full funding and has various regulatory changes moving through the approval process, coupled with new enforcement approaches such as the Department of Justice’s Civil Rights Fraud Division and the False Claims Act, federal contractors need to stay up to date with requirements and expectations more than ever. 

The much-anticipated European Union (EU) Pay Transparency Directive implementation deadline arrives in June of 2026. But despite three years to transpose the directive, most EU member states have not passed final legislation or provided enough guidance for employers to comply or begin reporting as required over the next few years. Employers with a European presence are left trying to comply with a patchwork of timelines and thresholds for pay transparency and reporting requirements that differ by nation, while also gathering the 2026 data that many will be required to report on in 2027. SHRM credit is pending.