The federal civil rights agency responsible for enforcing worker rights will stop investigating complaints about company policies that don’t explicitly discriminate but may disproportionately harm certain groups, according to an internal memo obtained by The Associated Press.

The memo, emailed to all area, local and district office directors of the U.S. Equal Employment Opportunity Commission on Sept. 15, says that the agency will discharge any complaints based on “disparate impact liability,” a legal concept that argues that even if a policy looks fair on the surface, it still can be discriminatory if it creates unnecessary barriers that make it harder for certain groups of people to succeed.

The EEOC’s decision to drop such cases aligns with President Donald Trump’s April executive order directing federal agencies to deprioritize the use of disparate impact in civil rights enforcement because it encourages the assumption that any racial imbalance in the workforce is a result of discrimination, which creates undue burden on businesses.

The EEOC memo cites Trump’s executive order arguing that disparate impact has become a “key tool” of a “pernicious movement” that threatens meritocracy in favor of “racial balancing” in the workforce, and instructs districts to compile a list of pending disparate impact cases and close them. Workers who submitted complaints solely on these grounds will receive a notice from the agency saying they can pursue the case in court on their own if they wish.

The EEOC declined to comment on the memo, citing that its contents are privileged. A spokesperson said that as an executive branch agency, the EEOC “will fully and robustly comply with all Executive Orders” and that it “continues to fulfill its statutory obligation of accepting all charges of discrimination from all charging parties and serving all charges of discrimination on the relevant employer, regardless of the theory of discrimination alleged.”