OFCCP Ends Disability Self-ID and 7% Utilization Goal for Contractors
OFCCP removes disability self-identification and utilization goals for federal contractors.
Why it matters: This change affects federal contractors’ affirmative action obligations, altering compliance approaches and data collection processes. Legal teams advising contractors must update strategies to reflect the new requirements.
- Effective September 21, 2026, OFCCP ends mandatory invitations for disability self-identification for applicants and employees.
- The 7% utilization goal for qualified individuals with disabilities under Section 503 is rescinded.
- 41 CFR part 60-30, the regulation governing disability utilization goals, will be removed on December 21, 2026.
- OFCCP cited conflicts with the Americans with Disabilities Act (ADA) and the revocation of Executive Order 11246 as key reasons for the change.
On August 21, 2026, the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) finalized a rule eliminating the requirement for federal contractors to invite applicants and employees to self-identify as individuals with disabilities. This step reverses previous affirmative action measures focused on disability representation.
The rule takes effect on September 21, 2026. Additionally, the removal of 41 CFR part 60-30, which set the 7% utilization goal and disability self-ID framework, will occur on December 21, 2026. Utilization goals aimed to ensure contractors employ a minimum percentage of qualified individuals with disabilities.
Industry analysis notes the OFCCP cited conflicts with the Americans with Disabilities Act (ADA), which limits disability inquiries before a job offer is made and during employment, as a key factor. The agency also referenced the revocation of Executive Order 11246's job group requirements, which renders the utilization goal framework less practical.
Despite removing self-identification invitations and utilization goals, federal contractors must still comply with nondiscrimination and reasonable accommodation obligations under Section 503 of the Rehabilitation Act. This section prohibits discrimination against qualified individuals with disabilities.
This change signals a significant shift in affirmative action obligations for federal contractors. Legal teams need to revise affirmative action plans and data collection policies to comply with the new regulatory environment. However, the OFCCP has yet to issue detailed guidance on these revisions.
For authoritative details, the OFCCP official website and the electronic Code of Federal Regulations provide full regulatory texts and updates.
By the numbers:
- September 21, 2026 — Effective date to end disability self-ID invitations.
- December 21, 2026 — Date when 41 CFR part 60-30 will be removed.
- 7% — Previous utilization goal for employing qualified individuals with disabilities.
Yes, but: Despite these changes, federal contractors remain subject to nondiscrimination and reasonable accommodation rules, ensuring protections for individuals with disabilities.
What's next: Legal teams should monitor OFCCP for forthcoming implementation guidance on affirmative action programs post-rule change.