In a recently released Strategic Enforcement Plan for 2024-28, the U.S. Equal Employment Opportunity Commission (EEOC) outlined its key priorities, or the “not-so-sweet six,” that will gain increased attention in upcoming years. This information proves to be crucial for legal professionals and corporations as it offers a helpful preview of potential challenges that might trigger significant issues, including “for cause” determinations, large payouts in conciliation, or alternatively, expensive and troublesome litigation.
According to an article by Constangy, Brooks, Smith & Prophete, LLP, the six key areas expected to headline EEOC’s enforcement plan have been strategically specified. Although detailed strategic plans are yet to be released, the mention of the six primary focuses indicates the path EEOC’s future efforts are likely to take.
It’s important for corporations and law firms to take proactive steps towards understanding and mitigating potential legal risks that might sprout from these focal areas. While the specifics of the EEOC’s enforcement strategy remain under wraps, the known focus areas serve as an advanced signal for corporations and law firms to take necessary precautions and prepare for the challenges ahead.