VEVRAA (Vietnam Era Veterans' Readjustment Assistance Act)

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires federal contractors and subcontractors with contracts of $150,000 or more to take affirmative action to employ and advance in employment protected veterans, including disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces Service Medal veterans.

What is VEVRAA?

VEVRAA is enforced by OFCCP under regulations at 41 CFR Part 60-300. Covered contractors must develop and maintain written Affirmative Action Programs (AAPs) for protected veterans, which include an annual hiring benchmark (established at 5.9% of new hires being protected veterans, or a contractor-established alternative benchmark based on local data), invitation to veterans to self-identify as protected veterans during the application and hiring process, data collection on veteran hiring, and action-oriented recruitment and outreach steps to increase veteran employment. VEVRAA also prohibits discrimination against protected veterans in all employment decisions and requires reasonable accommodation for disabled veterans. Contractors must list all suitable employment openings with the State Workforce Agency (employment service delivery system) to ensure veterans have access to job opportunities. The listing requirement is one of VEVRAA's most frequently cited areas of non-compliance. OFCCP evaluates VEVRAA compliance during contractor audits alongside the race/gender and disability AAPs.

Why VEVRAA matters for government contractors

VEVRAA compliance is a legal obligation for covered contractors. The job listing requirement, which many contractors overlook, has resulted in compliance violations during OFCCP audits. Firms that employ veterans at rates meeting the benchmark and actively recruit through veteran-focused channels are better positioned during OFCCP evaluations. Veteran employment is also a reputational asset in the defense contractor community.

Example

A defense services firm subject to VEVRAA reviews its annual hiring data and finds that protected veterans represent only 3.2% of new hires against the 5.9% benchmark. The firm's VEVRAA AAP documents action-oriented steps including partnership with veteran service organizations, participation in veteran job fairs, and targeted outreach through USAJOBS Veterans Employment Service. All open positions are listed with state workforce agencies, satisfying the VEVRAA listing requirement.

Frequently Asked Questions

What is the VEVRAA hiring benchmark?

OFCCP establishes a national annual hiring benchmark, currently 5.9%, representing the percentage of new hires that should be protected veterans. Contractors may alternatively establish their own benchmark using local veteran labor market data from the Bureau of Labor Statistics if the local veteran population differs significantly from the national figure.

What categories of veterans are "protected" under VEVRAA?

Protected veterans include: disabled veterans, recently separated veterans (within three years of discharge or release), active duty wartime or campaign badge veterans, and Armed Forces Service Medal veterans (who received a medal for service during specified military operations).

Is the VEVRAA job listing requirement mandatory?

Yes. VEVRAA requires contractors to list all suitable employment openings with the appropriate employment service delivery system (typically the state workforce agency). Failure to list jobs is a common OFCCP finding. "Suitable" positions include all positions except executive and senior management openings and positions filled from within the contractor's organization.

How does VEVRAA relate to the SDVOSB small business program?

VEVRAA and the Service-Disabled Veteran-Owned Small Business (SDVOSB) program are separate but complementary frameworks. VEVRAA is a workforce compliance requirement for contractors. SDVOSB is a small business set-aside program for veteran-owned businesses seeking contracts. Compliance with VEVRAA does not provide SDVOSB contract preference, and SDVOSB certification does not satisfy VEVRAA workforce obligations.