Federal Contractors Resource Center
Federal contractors face unique challenges on a variety of fronts, including wage and hour, employee leaves, EEO, recruiting and hiring and more.
This resource center curates some of the resources on Brightmine HR & Compliance Center that may be of particular interest to federal contractors.
Also be sure to check out our News section for the latest developments involving federal contractors.
Wage and Hour
Several laws establish requirements for federal contractors around minimum / prevailing wages and working conditions.
Helpful Resources
- Federal Contracts
- Employee Rights on Government Contracts Poster
- Worker Rights Under Executive Order 13658 Poster
- Worker Rights Under Executive Order 14026 Poster
- Employee Rights Under the Davis-Beacon Act Poster
- Employee Rights for Workers With Disabilities Paid at Special Minimum Wage Poster
Key Laws
- Walsh-Healey Public Contracts Act (goods and supplies)
- McNamara-O'Hara Service Contract Act (SCA) (services)
- Davis-Bacon Act (DBA) (construction)
- Executive Order 13658 (minimum wage)
- Executive Order 14026 (minimum wage, repealed)
Employee Leaves
Executive Order 13706 requires federal contractors to provide paid sick leave.
Helpful Resources
- Paid Sick Leave: Federal
- Documents to Provide During Employment by State
- Paid Sick Leave by State and Municipality
- Paid Sick Leave Handbook Statement
- Worker Rights Under Executive Order 13706 Poster
Key Laws
EEO
In general, only employers with 100 or more employees must annually submit EEO-1 reports to the Equal Employment Opportunity Commission (EEOC). However, lower thresholds apply to federal contractors and subcontractors - they must submit EEO-1 reports if they have 50 or more employees and contracts totaling $50,000 or more. In addition, federal contractors are required to keep applicant flow logs, which record gender and ethnic background of applicants for a particular position.
Federal contractors also face additional recordkeeping requirements under several federal EEO laws. They must keep certain records for at least two years, as opposed to one year for most other employers.
Helpful Resources
- Discrimination: Federal > EEO Reporting Requirements
- Discrimination: Federal > Applicant Flow Data
- How to Prepare and File an EEO-1 Report Component 1
- Why must an affirmative action employer keep good track of applicant flow for job openings?
- Federal Record Retention Laws
- Recordkeeping for Recruiting and Hiring Purposes: Federal
- The New Landscape of EEO, Affirmative Action and DEI
Key Laws
- Civil Rights Act of 1964, as Amended in 1991 (Title VII) (EEO-1 reporting and recordkeeping)
- Americans With Disabilities Act (ADA) (recordkeeping)
- Age Discrimination in Employment Act (ADEA) (recordkeeping)
- Vietnam Era Veterans' Readjustment Assistance Act (recordkeeping)
Recruiting and Hiring
Affirmative Action
Prior to January 2025, federal contractors were required to take affirmative action to ensure equal opportunity on the basis of race, color, religion, national origin, sex, sexual orientation and gender identity. However, these requirements were rescinded by Executive Order 14173, and federal contractors were required to cease these affirmative action programs by April 21, 2025.
Separate requirements mandate affirmative action to ensure equal opportunity for qualified individuals with disabilities and protected veterans. These requirements remain in effect.
Helpful Resources
- Who needs to draft an affirmative action plan?
- What is the best advice for an employer to avoid an affirmative action audit?
- Is there a legal requirement for employers to advertise every job vacancy publicly?
- What kind of affirmative action requirements do employers with federal contracts have to meet for individuals with disabilities and veterans?
- What steps should federal contractors take to ensure compliance with the OFCCP's Final Rule regarding Section 503 of the Rehabilitation Act of 1973?
- OFCCP Voluntary Self-Identification of Disability Form, Form CC-305
Key Laws
Preemployment Screening / E-Verify
Federal contractors must comply with specific hiring practices including:
- Using E-Verify under the Federal Acquisition Regulation (FAR); and
- Delaying criminal history inquiries under the Fair Chance Act until conditional offer of employment.
Helpful Resources
- Immigration, Form I-9 and Work Visas: Federal > Federal Contractors
- E-Verify Requirements by State
- E-Verify Supervisor Training
- Form I-9 Supervisor Training
- E-Verify Dos and Don'ts
- E-Verify Participation Poster
- Is an employer required to use E-Verify?
Key Laws
Employee Discipline
Certain federal contractors must maintain and implement a written drug-free workplace policy that meets specific minimum requirements.
Helpful Resources
- Drugs, Alcohol and Smoking: Federal
- How to Conduct a Drug Test of Job Applicants
- Drug Testing Requirements by State
- Marijuana and the Workplace
Key Laws