Overview
How does the Executive Orders EO 14173 & EO 14168 signed by President Trump on January 21st, 2025 affect mandatory labor law postings?
Executive Order 14173
"Ending Illegal Discrimination and Restoring Merit-Based Opportunity" (EO14173) signed by President Trump on January 21, 2025 ends DEI practices in the federal government promoting diversity and practicing affirmative action. EO14173 impacts federal employers, agencies, contractors & subcontractors.
The order states: The Office of Federal Contract Compliance Programs within the Department of Labor shall immediately cease:
(A) Promoting “diversity”;
(B) Holding Federal contractors and subcontractors responsible for taking “affirmative action”; and
(C) Allowing or encouraging Federal contractors and subcontractors to engage in workforce balancing based on race, color, sex, sexual preference, religion, or national origin.
Executive Order 14168
Executive Order 14168, titled "Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government," was issued by President Donald Trump on January 20, 2025. This order establishes the policy of the United States to recognize only two immutable sexes—male and female—defined at conception. It directs federal agencies to replace the term "gender" with "sex" in all policies and documents, cease funding programs that promote "gender ideology," and ensure that sex-segregated facilities and programs are based strictly on biological sex. Additionally, the order mandates that official government identification documents, such as passports and visas, reflect an individual's sex assigned at birth, eliminating options for gender marker changes or nonbinary designations.
How long do Employers have to Comply to the new EO?
The order banning affirmative actions gives Federal Contractors time to comply to the change: "For 90 days from the date of this order, Federal Contractors may continue to comply with the regulatory scheme in effect on January 20, 2025." During this time, additional guidance regarding a posting change may be provided.
Employers with 15 or more employees, as well as federal contractors, should be prepared to display a revised poster if a new version is released by the EEOC. Since various government agencies may implement changes based on their own interpretations, it’s important to stay vigilant and consult a legal HR professional for guidance.
What is All in One Posters Monitoring
The All in One Posters Research team continuously reviews guidelines issued by local and federal agencies to ensure that our posters include the most up-to-date mandatory notices.
All in One Poster Company, Inc. does not provide legal advice, and this article should not be interpreted as such. For legal information, please consult a professional HR legal advisor.
All In One Poster Company is the leading provider of labor law and safety posters for all 50 states in the USA, Washington DC & PR. Our website: https://www.allinoneposters.com/
