On October 16, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) requested that the Office of Information and Regulatory Affairs (OIRA) review a final rule rescinding the interpretive portions of the EEOC’s version of the Uniform Guidelines on Employee Selection Procedures (UGESP), 29 C.F.R. Part 1607. The EEOC’s regulatory agenda projected final action on the rule to occur in November 2026, with an effective date in January 2027.
Quick Hits
The rule would withdraw what the EEOC describes as the UGESP’s “interpretive” portions, which likely include its guidance on identifying adverse impact and validating employment tests and other selection procedures. The UGESP’s recordkeeping requirements are subject to a separate, earlier-stage proposal.
The final rule’s text is not yet public, and current legal obligations generally remain in place until a final rule is published in the Federal Register and takes effect.
Disparate impact liability arises under Title VII of the Civil… Read the complete article here...
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