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EEO-1 Form

Reporting Reminder: EEO-1 Filing Deadline is June 24, 2025

June 9, 2025

By Christa Richer Cook

The U.S. Equal Employment Opportunity Commission (EEOC) opened its EEO-1 filing platform on May 20, 2025. The deadline for employers to file their EEO-1 reports will be Tuesday, June 24, 2025.

Changes for the 2024 Data Reporting Process

The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require all private sector employers with 100 or more employees and certain federal contractors who are prime contractors or first tier subcontractors with 50 or more employees to file EEO-1 reports annually through the EEOC’s dedicated website for EEO-1 component 1 data collection. While Executive Order 11246 was rescinded, the EEOC still requires federal contractors with 50 or more employees to file EEO-1 reports on their 2024 data. Additionally, a private employer with fewer than 100 employees must file an EEO-1 Component 1 report if the employer owns, is owned by and/or is affiliated or associated with another employer or there is a centralized or common ownership, control or management so that the group of employers constitutes a single enterprise and/or integrated enterprise and the entire enterprise has 100 or more employees during an employer selected pay period in the fourth quarter (i.e., Oct. 1 through Dec. 31) of the reporting year. The EEO-1 report requires the submission of demographic workforce data to the EEOC, including data by job category and sex and race or ethnicity.

Notably, the EEOC has shortened the 2024 EEO-1 Component 1 filing cycle. Unlike past years, employers will face a hard deadline for all filings of 11:00 p.m. (EDT) on June 24, 2025, with no extensions. Another change in this year’s filing process is that the EEOC is no longer sending notifications via postal mail. All official communications related to EEO-1 reporting will now be sent electronically.

Consistent with President’s Trump’s Executive Order 14168, Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, the EEOC will only accept employee data categorized by male or female during this EEO-1 filing. The new instruction booklet for reporting for the 2024 cycle removes the option to report employees as nonbinary. In the past, employers were allowed to report such employees in the “comments” section of the survey. If an employee chooses not to voluntarily self-identify their gender or self-identifies as nonbinary, the federal government requires the company to determine this information by visual survey and/or other available information.

Employers must file their EEO-1 reports through the web-based filing system, which is accessible at www.eeocdata.org/eeo1. The EEOC has published a webpage with resources for employers, including frequently asked questions (FAQs), a user guide, and other resources. The 2024 EEO-1 Component 1 Data Collection Instruction Booklet can be found at the following link: https://www.eeocdata.org/EEO1/home/instructionbooklet

Notably, federal contractors who have federal contracts or subcontracts totaling $150,000 or more must file the annual VETS-4212 report to the Department of Labor by Sept. 30, 2025. Data reported through form VETS-4212 is used by OFCCP in Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) compliance evaluations.

For more information regarding these filing deadlines or compliance with the OFCCP’s affirmative action requirements, please contact Christa Cook or any of the attorneys in Bond’s labor and employment practice.

2023 EEO-1 Component 1 Data Collection Opening on April 30, 2024

April 8, 2024

By Travis R. Talerico and Adam P. Mastroleo

Each year, the EEOC collects workforce data from private sector employers with more than 100 employees (lower thresholds apply to federal contractors). This workforce data is collected through the EEO-1 Component 1 report and includes workplace demographic data such as sex, race and ethnicity, broken down by job category. Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. 

Read More >> 2023 EEO-1 Component 1 Data Collection Opening on April 30, 2024

Pay Equity a Focus For Biden Administration in 2021

March 1, 2021

By Christa Richer Cook

In the wake of the social justice movements and a nationwide push towards greater equality, transparency, diversity and accountability, it is expected that pay equity will be a focus for the Biden administration in the coming year. Pay equity issues are gaining the attention of employees and, in turn, becoming of increasing concern for employers.

Read More >> Pay Equity a Focus For Biden Administration in 2021

New Federal Pay Equity Reporting Imposed by EEOC -- Bond Webinar to Unpack the Requirements and Obligations

July 24, 2019

By Thomas G. Eron

On July 15, 2019, the EEOC issued the final protocols for enhanced EEO-1 reporting. Most private sector employers with 100 or more employees are now required to report, on or before September 30, 2019, pay and hours data on all employees for 2017 and 2018 by job category, gender, race, and ethnicity. Initially launched as part of the Obama administration’s initiative to address pay equity, the EEO-1 Component 2 requirements will impose short term burdens and potential long term risks for many employers.

Read More >> New Federal Pay Equity Reporting Imposed by EEOC -- Bond Webinar to Unpack the Requirements and Obligations

EEO-1 Reporting Deadline Extended

February 3, 2019

By Subhash Viswanathan

The U.S. Equal Employment Opportunity Commission announced Friday in a press release that the opening of the EEO-1 Survey for 2018 has been postponed until March 2019 and the deadline for submitting EEO-1 data will be extended until May 31, 2019.

The EEO-1 report must be filed by:  (1) private employers with 100 or more employees, excluding state and local governments, primary and secondary school systems, institutions of higher education, Indian tribes, and tax-exempt private membership clubs other than labor organizations; and (2) federal government contractors or first-tier subcontractors with 50 or more employees and a contract, subcontract, or purchase order amounting to $50,000 or more.

Filers should check the EEOC web page pertaining to the EEO-1 Survey in the coming weeks for details, instructions, and schedule updates.

Read More >> EEO-1 Reporting Deadline Extended

Revised EEO-1 Pay Reporting Requirements Suspended Until Further Review

September 10, 2017

On August 29, 2017, the Office of Management and Budget (“OMB”) suspended the implementation of the new EEO-1 form, pending a review of the effectiveness of those aspects of the EEO-1 form that were revised on September 29, 2016.  The revisions to the EEO-1 form, which were scheduled to take effect in March 2018, included:

  • A modification of the “snapshot” data collection period for reporting to October 1 through December 31;
  • A requirement that employers who have a reporting obligation (employers with 100 or more employees and federal contractors with 50 or more employees) submit detailed information on compensation and hours worked; and
  • A change in the EEO-1 filing deadline for 2017 to March 31, 2018.

In the memorandum issued by OMB’s Office of Information and Regulatory Affairs (“OIRA”) to the Acting Chair of the Equal Employment Opportunity Commission (“EEOC”) regarding the suspension of the new wage data reporting requirements, OIRA stated that it was “initiating a review and immediate stay of the effectiveness of the new aspects of the EEO-1 form.”  OIRA provided three reasons for its decision:

  1. After OMB approved the revised EEO-1 form in September of 2016, the EEOC released data file specifications for employers to use when submitting EEO-1 data, which were not contained in the Federal Register notices as part of the public comment process or outlined in the supporting statement for the collection of information, so the public was denied an opportunity to comment on the method of data submission to the EEOC;
  2. The EEOC’s estimates of the burden the new form would place on employers did not account for the use of the newly released data file specifications, which may have changed the initial burden estimates; and
  3. Some aspects of the revised collection of information are contrary to the standards of the Paperwork Reduction Act, lack practical utility, are unnecessarily burdensome, and do not adequately address privacy and confidentiality issues.

In response to OIRA’s memorandum, the EEOC announced that employers should plan to file the earlier approved version of the EEO-1 form, without the compensation and hours worked data, by the filing date of March 31, 2018.  Employers should still use the new “snapshot” period of October 1 through December 31, 2017, for the submission of the 2017 EEO-1 form.

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