On August 26, 2026, the Equal Employment Opportunity Commission (EEOC) adopted an updated Strategic Plan for Fiscal Years 2026-2030. The EEOC’s new Strategic Plan establishes operational goals for implementation of the EEOC’s National Enforcement Plan (NEP) priorities, which was issued in June 2026. The Strategic Plan does not create new obligations, but it shows how the agency will prioritize its investigations, structure resolutions, and interact with employers through 2030. Together, the new NEP and Strategic Plan confirm a fundamental shift in how the EEOC will interpret and enforce federal anti-discrimination laws.
In step with the EEOC, private litigants are pushing some of the same themes in court.
What the NEP Prioritizes
The EEOC’s new NEP replaced the agency’s Biden-era Strategic Enforcement Plan, and includes a stated focus on:
Abandoning disparate impact in favor of intentional discrimination claims, including challenges to broad-based policies that explicitly consider… Read the complete article here...
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