The U.S. Department of Labor, through its Veterans' Employment and Training Service, announced on March 10, 2026, the recipients of the 2025 HIRE Vets Medallion Awards. This notice, published in the Federal Register, honors 888 employers for their efforts in recruiting, employing, and retaining veterans. The program, rooted in the Honoring Investments in Recruiting and Employing American Military Veterans Act of 2017, saw a record number of participants this year, spanning small businesses, nonprofits, and large corporations. Awards were granted in six categories based on employer size and achievement level, gold or platinum. The announcement also includes the first inflation-based fee increase for 2026 applications, reflecting the program's evolution since its inception. This development underscores a federal push to integrate veterans into the civilian workforce, addressing employment challenges faced by service members transitioning to civilian life.
Program Background and Legal Foundation
The HIRE Vets Medallion Program stems from the HIRE Vets Act, signed into law on May 5, 2017, as part of the Consolidated Appropriations Act. Codified in regulations at 20 CFR part 1011, the program aims to recognize employers who demonstrate excellence in veteran employment practices. As noted in the Federal Register, the Department of Labor implemented these requirements through a final rule published on November 13, 2017, and an information collection under OMB Control No. 1293-0015, which includes application forms. The act requires the Secretary of Labor to announce recipients annually, fulfilling section 2(b)(4)(B) and regulatory obligations at 20 CFR 1011.200(d)(2).
Key players include the Veterans' Employment and Training Service, led by contacts like Randall Smith for program inquiries and Courtney Parella for press. The program's framework draws from broader federal efforts to support veterans, building on precedents like the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and the Uniformed Services Employment and Reemployment Rights Act of 1994. These laws emphasize non-discrimination and reemployment rights, but the HIRE Vets Act uniquely focuses on proactive recognition rather than enforcement. Political forces, including bipartisan support for veteran issues, have sustained the program, with funding tied to annual appropriations.
Application and Award Statistics
For 2025, the program received 891 applications, approving 888 while denying one and noting two withdrawals. The breakdown includes 233 small gold, 154 small platinum, 251 medium gold, 155 medium platinum, 80 large gold, and 15 large platinum awards. Recipients range from small entities like 1st Family LLC in California to major corporations such as Lockheed Martin and RTX. The Federal Register lists all recipients alphabetically, including details like doing business as names, locations, and award types. For instance, Bell Textron in Texas received a large platinum award, highlighting excellence in veteran integration.
This record participation reflects growing employer interest, possibly driven by labor market needs and corporate social responsibility trends. The program's criteria, detailed at hirevets.gov, evaluate factors such as veteran hiring percentages, retention rates, and support programs. Awards come with a certificate and digital medallion for use in marketing, providing tangible benefits like enhanced branding.
Fee Adjustments and Economic Context
The notice announces the first fee increase in the program's history, effective for 2026 applications. Fees rise by 28.7 percent, based on inflation from April 2017 to April 2025, per 20 CFR 1011.300. New rates are $120 for small employers, $250 for medium, and $640 for large. This adjustment ensures the program's sustainability amid rising administrative costs, without altering core criteria. From an economic perspective, the increase could deter some small businesses, but it aligns with federal practices for user-funded programs. Employers' associations have generally supported the program, viewing it as a low-cost way to gain recognition, while veteran advocacy groups emphasize its role in promoting equitable employment.
Implications and Perspectives
Short-term implications include boosted morale for awarded employers and increased visibility for veteran hiring. Recipients can leverage the medallion in recruitment, potentially attracting talent in competitive markets. Long-term, the program contributes to reducing veteran unemployment, which stood at 3.4 percent in 2023 according to the Bureau of Labor Statistics, below the national average but still a concern for groups like Gulf War-era veterans.
Different perspectives exist on the program's impact. Supporters, including the Department of Labor, argue it incentivizes best practices without mandates, fostering voluntary compliance. Critics, such as some labor analysts, suggest it may favor larger firms with resources to apply, potentially overlooking smaller entities. Veteran organizations like Hire Heroes USA, itself a recipient, praise the initiative for bridging military-civilian divides, while business groups note its alignment with diversity goals. No single viewpoint dominates, but the record applications indicate broad acceptance.
In summary, the 2025 awards highlight sustained federal commitment to veteran employment. Potential next steps include expanded outreach to underrepresented sectors, while challenges like economic pressures and evolving labor needs persist. Ongoing debates may focus on enhancing inclusivity and measuring long-term outcomes.
