Today, the U.S. Department of Labor takes a major step forward in the march toward full equality by publishing a final rule barring federal contractors and subcontractors from discriminating in employment on the bases of sexual orientation and gender identity. A press release announcing the rule is available online at:

Key takeaways for employers regarding the Final Rule:

  • No new data collection or record-keeping requirements are attached to this announcement
  • Will be published in the Federal Register (FR) tomorrow
  • Effective 120 days from date of publication in the FR
  • Applies to any new or modified contracts entered into after effective date (120 days from FR publication date)
  • No self-id requirements
  • Purely non-discrimination of LGBT individuals
  • Went directly to Final Rule without the traditional comment period associated with NPRMs

EEO Clause requirements – watch the FAQs closely for some technical explanations of how this should be addressed. Basically, wherever companies use the language ‘sex, race, color, religion, national origin, disability, status as a protected veteran, they must now include sexual orientation and gender identity.

To learn more about this action, please check out

DirectEmployers Members, please don’t hesitate to contact Candee Chambers, VP of Compliance & Partnerships, with any questions or concerns!

Share This