On May 7, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) signaled a major enforcement shift. They released a sweeping update outlining how they are implementing the current administration’s priorities and recent executive orders. (Read the full announcement) 

For Washington employers, this is a meaningful shift in how workplace discrimination laws may be enforced, investigated, and litigated in the coming years. 

Below, we break down what the EEOC said, what has changed, and how employers in Washington State should proceed. 

A Shift in EEOC Enforcement Priorities 

The EEOC’s 2026 update emphasizes that the agency has been actively aligning its enforcement approach with executive orders issued during the current administration, describing an effort to “restore evenhanded enforcement of employment civil rights laws” while implementing directives across multiple orders. This signals a departure from previous enforcement priorities. 

Key themes emerging from the update and related agency guidance include: 

• Increased focus on religious discrimination and accommodations, 

• Enhanced scrutiny of DEI-related employment practices, 

• A renewed emphasis on “merit-based” employment decisions, and 

• A shift in how the EEOC approaches sex, gender identity, and related workplace policies. 

These developments are consistent with broader directives encouraging federal agencies to move away from identity-based frameworks and toward a more individualized analysis of workplace decisions. 

Religious Accommodation Is Front and Center 

One of the clearest enforcement priorities in the May 7 press release is an expanded focus on protecting religious rights in the workplace. 

The EEOC reports that since January 2025, it has: 

• Filed multiple religious discrimination lawsuits, many of which are class actions,  

• Recovered tens of millions of dollars on behalf of employees, and 

• Targeted cases involving failure to accommodate religious beliefs, including COVID-19 vaccine mandate disputes. 

This goes hand in hand with federal directives placing emphasis on religious liberty protections, including initiatives aimed at addressing perceived bias against religious groups. 

What This Means for Employers 

For Washington employers, this reinforces an area that already carries legal risk: 

• Accommodation requests based on religion must be taken seriously and analyzed individually, 

• Blanket policies, particularly those that limit accommodations, are more likely to be challenged, and 

• Documentation of the accommodation process is critical. 

Even when employers ultimately deny a request, the process and documentation are just as important as the outcome. 

Read the EEOC’s Fact Sheet on Religious Accommodations here. It defines the types of religious accommodation that can be sought and the circumstances under which an employer may deny the request. 

DEI Programs Face Increased Scrutiny 

Another significant takeaway is the EEOC’s focus on what it characterizes as “DEI-related discrimination.” 

Agency leadership has made clear that programs, policies, or practices that consider race, sex, or other protected characteristics, particularly in hiring or advancement, may be scrutinized as potential violations of federal law.  

They have pursued and won claims against industry giants such as The New York Times, NIKE, and Coca-Cola for making workplace decisions based on protected characteristics. While these businesses are what make up the headlines, the agency initiates claims against large and small employers (with 20 or more employees).  

Important Reminder for Washington Employers 

These changes do not result in an override or obsolescence of other relevant regulations. Reminder that: 

• Federal anti-discrimination laws (e.g., Title VII, Americans with Disabilities, Age Discrimination in Employment Act) remain in place, 

• Washington State law (including the Washington Law Against Discrimination) continues to impose broader protections in many areas, and 

• Certain diversity and inclusion efforts remain permissible but must be carefully structured. 

Practical Risk Areas 

Employers should closely review: 

• Hiring goals, benchmarks, or targets tied to protected classes, 

• Leadership development or mentorship programs limited to specific groups, and 

• Compensation or promotion decisions influenced by demographic factors. 

Programs that emphasize expanded outreach and equal opportunity are generally lower in risk than those that exclude certain groups originating from protected characteristics.  

Changes in Sex and Gender Enforcement 

The EEOC has shifted the way it interprets sex-based protections under federal law. 

Recent policy direction emphasizes: 

• Biological sex distinctions in certain workplace contexts, 

• Reconsideration of prior guidance related to gender identity and harassment, and 

• A narrower enforcement posture compared to prior years. 

Why This Matters in Washington 

This is an area where state and federal law may diverge, as they often do. 

Washington law continues to provide strong protections based on gender identity and expression. Employers operating in Washington must comply with both: 

• Federal enforcement priorities, which may shift, and 

• Washington State requirements, which remain in effect and are locally policed. 

In practice, that means employers should not assume that changes at the federal level reduce or affect their obligations under state law unless explicitly stated.  

Federal anti-discrimination laws are locally administered by career professionals, not primarily by political appointees. So, the administration’s priorities may be limited by local efforts to prioritize and apply them.  

A Changing Enforcement Approach, Not a Repeal of the Law 

One of the most important takeaways is what has not changed. 

Despite the shift in priorities: 

• Federal civil rights laws remain intact, 

• Employees can still bring discrimination claims, and 

• Courts, not agencies alone, ultimately interpret and apply these laws. 

While federal enforcement in certain areas may see a reduction, the likelihood of employees pursuing claims directly with a plaintiff attorney rather than making an agency complaint first may increase.  

What Washington Employers Should Do Now 

Rather than reacting defensively, employers should take a measured, practical, and proactive approach. 

1. Revisit Key Employment Policies 

Focus on: 

• Equal employment opportunity policies, 

• Anti-discrimination and anti-harassment procedures, and 

• Religious accommodation policies. 

Ensure policies are up-to-date, consistently applied, and aligned with both federal and Washington law. Well-written policies are the bedrock of your Human Resources and leadership teams’ practices and your employees’ understanding. They should clearly communicate how the organization intends to approach the matter and provide a solid foundation for risk mitigation. 

If you have not updated your employee handbook and DEI programs since January 2026, when a plethora of new laws went into effect, they are likely outside the bounds of compliance. Our firm has a streamlined, tried-and-true Employee Handbook Review service.

2. Audit DEI and Talent Practices 

This does not mean abandoning diversity efforts. It means ensuring those efforts: 

• Are based on skill, qualifications, and job-related criteria, 

• Avoid quotas, preferences, or exclusionary practices, and 

• Emphasize fair and open access to opportunities. 

Well-designed programs can promote inclusion while remaining compliant. 

3. Strengthen Accommodation Processes 

Given the EEOC’s focus on religious claims: 

• Train HR and managers on handling accommodation requests, 

• Engage in a documented interactive process, and 

• Avoid one-size-fits-all responses. 

Consistency and documentation are key to avoiding accidental compliance miffs.  

4. Train Managers on Legal Nuance 

Frontline managers often create the greatest risk due to their lack of HR and legal knowledge. 

They should understand: 

• How to direct and address accommodation requests, 

• How to avoid inconsistent application of policies, and 

• The importance of neutral, job-related decision-making. 

5. Account for Washington-Specific Requirements 

Washington remains one of the most employee-protective states in the country. 

Employers should maintain compliance with: 

• Washington Law Against Discrimination (WLAD), 

• State-specific accommodation and leave requirements, and 

• Local ordinances where applicable. 

Federal shifts do not override these obligations. 

The Bottom Line 

The EEOC’s recent announcement reflects a meaningful shift in enforcement priorities, but not a rollback of employers’ fundamental obligations. 

The legal framework remains largely the same, but the enforcement focus is evolving. 

Organizations that rely on clear, consistent, and well-documented employment practices will be best positioned to navigate these changes, regardless of political or regulatory shifts. 

Need Help Navigating These Changes? 

If your organization is revisiting policies, evaluating DEI programs, or responding to a complaint, Rocke Law’s experienced counsel can help you move forward with confidence. 

We have successfully defended many Washington employers against the EEOC and have fine-tuned our approach. We’ll handle the legal headache so you can get back to what matters: your people, impact, and profits.