On June 4, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) approved a new National Enforcement Plan (NEP) that prioritizes intentional discrimination and cases of broader impact, targets programs or practices labelled as “diversity, equity, and inclusion” (DEI), or “similar euphemisms” and explicitly affirms the agency’s alignment with the president’s policies. Rather than promoting antidiscrimination compliance through many individual cases, the agency is positioning itself to prioritize cases that have board impact or resolve significant legal questions.

• The EEOC approved a new National Enforcement Plan that rescinds and replaces the Biden-era Strategic Enforcement Plan (FY2024-FY2028).
• The plan represents a formal reorientation of the EEOC’s enforcement strategy and priorities, including the near elimination of disparate impact enforcement and the explicit targeting of DEI programs as potential intentional discrimination.
• The rebranding from “Strategic” to “National” Enforcement Plan reflects a centralized nationwide model with authority to reassign matters across districts and withdraw all local enforcement plans.
• The EEOC reaffirmed its status as an executive branch agency aligned with Administration policy objectives and executive orders.

The NEP, issued under the authority of Chair Andrea R. Lucas, sets out the EEOC’s substantive enforcement priorities and guiding principles for a five-year period, Fiscal Year (FY) 2025–FY2029, directing the agency...

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