Contractors Have Until September 30, 2025 to File VETS-4212 Reports

EMPLOYERS REQUIRED TO FILE

The VETS-4212 Report should be filed if a business has a current federal government contract or subcontract worth $150,000 or more, regardless of the number of employees.

The contract or subcontract may be with any department or agency of the United States for the procurement of personal property or non-personal services. Services include, but are not limited to, utility, construction, transportation, research, insurance, and fund depository.

If you are still unsure if you meet the requirements to file, additional information can be found on the Department of Labor’s website.

HOW TO FILE VETS-4212 REPORTS

VETS-4212 forms can be submitted electronically by using either the VETS-4212 Reporting Application or batch filing process, or by sending the paper form by email or U.S. mail. For employers who file on their own, filing instructions and frequently asked questions are available here. 

HR Works will begin filing reports for VETS-4212 filing clients once the system is open. Clients may contact their Consultant with any questions about completing the filing process.

Not a client? HR Works alleviates the administrative burden by filing your VETS-4212 reports on your behalf. To learn more about our VETS Filing Services, contact us today.

CONSIDERATIONS FOR AFFIRMATIVE ACTION EMPLOYERS

The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) is a law that prohibits federal contractors and subcontractors from discriminating in employment against protected veterans and requires employers take affirmative action to recruit, hire, promote, and retain these individuals. 

VETS-4212 data is used by the Federal government in compliance evaluations. There are many considerations for affirmative action employers when it comes to complying with VEVRAA, including:

• Continued Obligations: Despite recent changes and proposed revisions related to Executive Order 11246, VEVRAA obligations (including non-discrimination and affirmative action for protected veterans) remain in effect and enforceable.
• Resumption of Enforcement: As of July 2, 2025, the Department of Labor’s Secretary’s Order 08-2025 lifted the abeyance on OFCCP’s processing of VEVRAA compliance reviews and complaint investigations. This means OFCCP will resume processing all complaints that were held during the abeyance, and new complaints will proceed.
• Administrative Closure of Reviews: While complaint investigations are resuming, OFCCP is administratively closing all pending VEVRAA compliance reviews due to them being significantly entwined with E.O. 11246. Impacted contractors have recently begun receiving formal notification.
• Outreach Effectiveness: Are you creating a written assessment of the effectiveness of your outreach to veterans each year? Are you implementing new outreach strategies in response to that assessment?
• Alignment of VETS-4212, AAP, and EEO-1 Reporting: Three different Federal agencies are collecting similar data on your workforce. Do all three reports align with each other?
• Mandated Job Listings: This isn’t new, but as the use of technology in recruiting continues to rise, are your long-term compliance requirements like listing jobs with the state job service, soliciting applicants’ veteran status, and including an equal opportunity tagline in every ad falling through the cracks? Has your company notified the state job service of your contact person for receiving veteran candidate referrals?
• Annual Hiring Benchmark: Federal contractors with a written AAP are required to adopt the national hiring benchmark or develop an individualized benchmark for protected veterans every year. This benchmark is a critical element for federal contractors subject to VEVRAA.  Effective March 31, 2024, the national hiring benchmark for protected veterans is 5.2%.