What Happened?

If you are in or hope to join a Registered Apprenticeship, a paid on-the-job training program recognized by the federal government, the sponsor running it will no longer have to follow federal apprenticeship-specific affirmative action requirements. The change ends Labor Department apprenticeship affirmative action duties that the department says have applied since 1971. ​

The final rule, published Nov. 6 and effective Jan. 5, 2027, replaces those requirements with a nondiscrimination standard, according to a Legis1 review of the rule. Sponsors must comply with applicable federal and state laws prohibiting discrimination based on race, color, religion, national origin, sex, age (40 or older), genetic information or disability.

The U.S. Department of Labor (DOL) issued the rule, titled Prohibiting Illegal Discrimination in Registered Apprenticeship Programs. Under the revised federal apprenticeship regulations, sponsors will no longer have to:

  • Name a coordinator: Designate an equal employment opportunity coordinator.
  • Post and train: Post an equal opportunity pledge, conduct mandatory anti-harassment training and maintain a list of recruitment sources.
  • Give notice: Notify apprentices in writing of their right to file discrimination complaints under the apprenticeship regulations.
  • Write plans: Prepare affirmative action plans, conduct utilization analyses by race, sex and ethnicity, or establish numerical goals if they have five or more apprentices.

Why Does it Matter to Me?

DOL says more than 700,000 apprentices were active at the end of fiscal 2025 across 26,628 Registered Apprenticeship programs.

DOL will also stop independently investigating discrimination complaints under its apprenticeship regulations. Instead, registration agencies will refer complaints to civil rights enforcement agencies, such as the Equal Employment Opportunity Commission (EEOC), or other federal or state agencies with appropriate jurisdiction.

A program faces deregistration for violating the revised nondiscrimination requirements only after a final, nonappealable court or agency finding and a sponsor's failure to implement an applicable compliance plan. Sponsors must also disclose final discrimination findings to their registration agency within 60 days.

DOL estimates the rule will generate $1,016.11 million in cost savings over 10 years, compared with $9.87 million in costs, all incurred in the first year. That amounts to approximately 103 times as much in estimated savings as costs.

Both Sides, Now

Opponents say the change could weaken safeguards that help women and people of color enter and remain in apprenticeships. The Joint Center and more than 70 organizations urged DOL to withdraw the proposal. In 2023, the EEOC reported that an apprenticeship program agreed to pay $150,000 to settle a sex discrimination charge alleging it denied three female applicants admission because they were women.

Supporters say the rule reduces paperwork. Associated Builders and Contractors backed the proposal, arguing it would make it easier for new sponsors, particularly small businesses, to establish apprenticeship programs.

DOL issued the rule and says it implements the executive order "Unleashing Prosperity Through Deregulation." The department argues its revised framework better aligns apprenticeship regulations with the employer-size thresholds established under federal anti-discrimination laws.

What Happens Next?

State Apprenticeship Agencies seeking continued federal recognition must submit revised nondiscrimination plans within one year of the rule's effective date, by Jan. 5, 2028, unless DOL grants an extension for good cause.

If a state fails to submit an adequate revised plan within 90 days of receiving written notice of deficiencies, DOL may initiate proceedings to withdraw its recognition. State-registered apprenticeship programs must comply with their state's approved plan within 180 days of its approval.

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