OFCCP Federal Contractor Requirements

VEVRAA Requirements: Protected Veterans and Federal Contractors

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) establishes employment protections for certain categories of military veterans and imposes additional obligations on covered federal contractors and subcontractors.

VEVRAA prohibits employment discrimination against protected veterans and requires covered contractors to take affirmative action to recruit, hire, promote, and retain qualified protected veterans.

The law has evolved through regulatory changes, including significant revisions in 2014 and additional updates in 2026. Employers should review current requirements when evaluating their federal contractor compliance obligations.

What Is the Vietnam Era Veterans' Readjustment Assistance Act?

VEVRAA is a federal law designed to improve employment opportunities and protections for qualifying military veterans.

The law is administered by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP).

Covered federal contractors and subcontractors must comply with applicable nondiscrimination and affirmative action requirements established under VEVRAA and its implementing regulations.

What Changed Under the 2014 VEVRAA Regulations?

On March 24, 2014, significant revisions to VEVRAA's implementing regulations took effect.

These changes strengthened federal contractor obligations involving veteran recruitment, affirmative action, applicant self-identification, recordkeeping, and employment opportunity practices.

The regulations also established additional procedures intended to help contractors evaluate their efforts to recruit and employ protected veterans.

Subsequent regulatory changes, including revisions published in 2026, have further modified the federal contractor compliance framework.

Who Is Considered a Protected Veteran Under VEVRAA?

VEVRAA recognizes several categories of protected veterans, including:

• Disabled veterans: Veterans who meet the applicable statutory definition involving qualifying service-connected disabilities.
• Recently separated veterans: Veterans within the applicable three-year period following separation from active duty.
• Active-duty wartime or campaign badge veterans: Veterans who served on active duty during qualifying periods or campaigns.
• Armed Forces service medal veterans: Veterans who participated in qualifying military operations for which an Armed Forces service medal was awarded.

Eligibility depends on the statutory definitions and an individual's military service circumstances.

Which Federal Contractors Must Comply With VEVRAA?

VEVRAA applies to qualifying federal contractors and subcontractors that meet applicable contract coverage requirements.

The Department of Labor identifies a generally applicable federal contract threshold of $200,000 for VEVRAA coverage, reflecting inflation adjustments.

Additional affirmative action program obligations may depend on employee count, contract value, and other regulatory conditions.

Employers should consult current OFCCP guidance rather than assuming every federal contract creates identical obligations.

Federal Contractor Responsibilities Under VEVRAA

Covered federal contractors and subcontractors must comply with applicable requirements intended to protect qualified veterans from employment discrimination and improve access to employment opportunities.

Depending on coverage and applicable regulations, responsibilities may include:

• Prohibiting employment discrimination based on protected veteran status.
• Taking required affirmative action to recruit, hire, promote, and retain protected veterans.
• Providing applicable equal employment opportunity notices.
• Following required applicant self-identification procedures.
• Maintaining required records and documentation.
• Complying with applicable job listing and recruitment requirements.
• Evaluating affirmative action efforts when required.

VEVRAA and the EEOC Know Your Rights Poster

Historically, federal contractors displayed the EEO Is the Law poster and related supplements describing employment discrimination protections.

In October 2022, the U.S. Equal Employment Opportunity Commission released the Know Your Rights: Workplace Discrimination Is Illegal poster, replacing the previous EEO Is the Law poster and supplement.

The revised notice provides information about federal employment discrimination protections and explains how employees and applicants can contact the appropriate enforcement agency.

Covered employers should review the current official EEOC poster rather than relying on outdated EEO supplements.

Visit the EEOC Know Your Rights Poster page for official materials and posting instructions.

Where Must the EEO Poster Be Displayed?

Covered employers must display applicable equal employment opportunity notices conspicuously in locations where employees and job applicants can readily see them.

Common locations include employee notice boards, applicant areas, and other accessible workplace spaces.

Federal contractors should also review applicable OFCCP requirements involving electronic applicants, offsite employees, and accessible notice formats.

Accessible Workplace Notices for Employees With Disabilities

Covered federal contractors must ensure that required equal employment opportunity notices are accessible to applicants and employees with disabilities.

Depending on individual needs, accessible formats may include:

• Large-print notices.
• Screen-reader-compatible electronic documents.
• Braille materials.
• Audio formats.
• Other reasonable accommodations that provide access to the notice.

Under applicable OFCCP guidance, contractors may need to provide an alternate format when requested or when they know that an applicant or employee cannot access the standard notice because of a disability.

Electronic Posting for Federal Contractor Applicants

Federal contractors that accept electronic job applications should review applicable requirements for making equal employment opportunity notices accessible during the application process.

Depending on the governing regulations, employers may provide access through a prominent link or another method that allows applicants to review the notice.

Electronic access does not automatically replace physical posting obligations.

VEVRAA and Other Federal Contractor Employment Requirements

VEVRAA is separate from other federal employment laws that may apply to government contractors.

For example, Section 503 of the Rehabilitation Act establishes protections and certain affirmative action obligations concerning qualified individuals with disabilities.

Federal contractors may also be subject to requirements involving wage and hour laws, workplace safety, labor standards, and other contract-specific provisions.

Employers should evaluate each applicable requirement separately.

Federal Contractor Labor Law Posters

Labor Law Compliance Center provides federal workplace notices and compliance products for employers throughout the United States.

Browse our Federal Labor Law Posters category for available workplace notices.

Employers can also explore our State and Federal Combination Labor Law Posters and Poster Replacement Plan for assistance managing applicable workplace posting updates.

Frequently Asked Questions About VEVRAA

What does VEVRAA stand for?

VEVRAA stands for the Vietnam Era Veterans' Readjustment Assistance Act. It establishes employment protections and affirmative action obligations involving protected veterans and covered federal contractors.

Does VEVRAA apply to every employer?

No. VEVRAA applies to qualifying federal contractors and subcontractors that meet applicable coverage requirements.

Does VEVRAA protect all military veterans?

VEVRAA protects veterans who fall within specified statutory categories. Other federal and state laws may provide additional protections for military service members and veterans.

Is the old EEO Is the Law poster still current?

No. The EEOC's Know Your Rights poster replaced the former EEO Is the Law poster and supplement in 2022.

Must federal contractors provide accessible EEO notices?

Covered contractors must comply with applicable accessibility and reasonable accommodation requirements so that employees and applicants with disabilities can access required notices.

Where can employers find current VEVRAA requirements?

Employers can consult the U.S. Department of Labor VEVRAA Frequently Asked Questions and current OFCCP regulations.

Keeping Federal Contractor Workplace Notices Current

Federal contractor requirements can change through legislation, regulations, executive orders, and court decisions.

Employers should periodically review official agency guidance and the requirements applicable to their federal contracts.

For additional workplace posting products and compliance information, visit the Labor Law Compliance Center homepage.

Compliance note: This article provides general educational information about VEVRAA and federal contractor workplace requirements. Employers should consult current official agency guidance and applicable contract provisions to determine their obligations.