New Executive Orders: What HR Should Know for Trump 2.0

As expected, President Donald Trump began his second term by issuing a slew of executive orders on Day One — and he’s issued several more since then.

The Trump Administration’s executive orders span several industries and cut across federal agencies, so there is a bit of overlap between categories.

Here’s our running list of the executive orders that HR professionals need to know about.

DEI Executive Orders

Ending Illegal Discrimination and Restoring Merit-Based Opportunity. (Issued 1/21/25). This executive order rescinds all diversity, equity and inclusion (DEI) programs and practices across all executive departments and agencies. It also directs agencies to encourage the private sector to end DEI and take steps to deter DEI programs and principles. It also revokes several executive actions from prior administrations.

• For a more detailed analysis and ongoing updates, see Trump Targets DEI Hiring, Promoting: How It Can Affect Private Employers.

Ending Radical and Wasteful Government DEI Programs and Preferencing. (Issued 1/20/25). This order directs the termination of all discriminatory programs, including diversity, equity, and inclusion (DEI) and diversity, equity, inclusion and accessibility (DEIA) mandates. It revises federal employment practices to reward individual initiative and performance.

• For a more detailed analysis and ongoing updates, see Trump Dismantles DEI Programs: What It Means for HR Pros.

Keeping Americans Safe in Aviation. (Issued 1/21/25). Immediately ends diversity, equity and inclusion (DEI) hiring practices specifically in the Federal Aviation Administration (FAA), within the U.S. Department of Transportation. 

Restoring America’s Fighting Force. (Issued 1/27/25). This executive order abolishes diversity, equity and inclusion (DEI) offices within the Department of Defense and the Department of Homeland Security, regarding the U.S. Coast Guard, including any vestiges of DEI offices, such as sub-offices, programs, elements, or initiatives established to promote a race-based preferences system that subverts meritocracy, perpetuates unconstitutional discrimination, and promotes divisive concepts or gender ideology.

Restoring Equality of Opportunity and Meritocracy (Issued 4/23/25). This executive order aims to eliminate the use of the disparate impact theory in federal civil rights enforcement, in support of the Trump administration’s preference for merit-based opportunities. It directs agencies, like the EEOC, to “deprioritize enforcement of statutes and regulations that include disparate-impact liability.” It also revokes prior presidential actions that approved of disparate-impact liability.

• For a more detailed analysis and ongoing updates, see New Executive Order: Trump Curbs Use of Disparate Impact Theory

Federal Employment Issues

Hiring Freeze. (Issued 1/20/25). This order places a hiring freeze on federal employees. As part of the freeze, no vacant post on 1/20/25 can be filled and no new positions may be created – barring limited exceptions. The freeze doesn’t apply to military personnel, or positions in immigration enforcement, national security or public safety. 

Return to In-Person Work. (Issued 1/20/25). This executive order instructs federal agencies to take necessary steps to end remote work arrangements and require employees to return to in-person work at their respective job sites on a full-time basis. Agency heads have the authority to make exceptions on an as-needed basis. 

• For a more detailed analysis and ongoing updates, see Trump Halts Remote Work: What It Could Mean for Your Company.

Gender Ideology

Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government. (Issued 1/20/25). This executive order says that U.S. policy recognizes only two sexes, male and female, and states that “sex” is distinct from “gender identity.” Federal agencies and employees must use the term “sex” rather than “gender” in all official policies and documents. The order defines “gender identity” as a personal sense of self and requires agencies to eliminate its use and update regulations, forms, and communications.

Immigration

Protecting the American People Against Invasion. (Issued 1/20/25). The executive order seeks to execute federal immigration laws, including the Immigration and Nationality Act. Sec. 6 says that the AG and Secretary of Homeland Security will establish Homeland Security Task Forces in all states. Sec. 16 addresses Temporary Protected Status and employment authorization in general. 

• For a more detailed analysis and ongoing updates, see Immigration and Nationality Act: Trump Steps Up Enforcement.

Technology

Establishing and Implementing the President’s “Department Of Government Efficiency.” (Issued 1/20/25). This order establishes the Department of Government Efficiency (DOGE) to improve government operations and modernize federal technology and software. It requires each agency to form a dedicated DOGE team to implement the President’s 18-month agenda. Each team must include at least four members, typically a team lead, an engineer, an HR specialist, and an attorney.

• For a more detailed analysis and ongoing updates, see DOGE’s Sweeping Changes of Federal Agencies: Here’s the Latest.

Removing Barriers to American Leadership in Artificial Intelligence. (Issued 1/23/25). This order is aimed at dismantling perceived barriers to AI innovation and positioning the U.S. as a global leader in AI innovation. The order also instructs that AI systems must be “free from ideological bias or engineered social agendas.” Designated advisors and federal agencies are expected to collectively develop an action plan to achieve the policy of “sustain[ing] and enhance[ing] America’s global AI dominance in order to promote human flourishing, economic competitiveness, and national security.”

• For a more detailed analysis and ongoing updates, see Trump Order Aims to Reshape AI: How the Strategy Will Impact HR’s Role.

Reforming the Federal Hiring Process and Restoring Merit to Government Service. (Issued 1/20/25). This order instructs key agency leaders to develop a federal hiring plan that will prioritize the recruitment of highly skilled individuals and prevent hiring based on impermissible factors based on DEI initiatives. The hiring plan must also integrate modern technology and software to support the recruitment and selection process, including the use of data analytics to identify trends, gaps and opportunities in hiring, as well as leveraging digital platforms to improve candidate engagement.