EEO-1 Reporting: Deadlines, Requirements and Categories

As a business grows, so does its outlook. It might focus on delivering a new product or revitalizing its work culture to better accommodate a wave of new hires. But while a company expands, so do its compliance requirements - like filing an annual Equal Employment Opportunity (EEO-1) report.

EEO-1 reporting requires private employers with 100 or more employees to keep an accurate record of their workforces' makeup, including:

• sex
• race/ethnicity
• job category

Navigating this requirement can be daunting, especially if it's your company's first year to respond. So let's get a head start!

First, we'll dive into what the EEO-1 report is, 2024's EEO-1 reporting requirements and why the report matters. Then, we'll consider how the right tools and strategies are key for solid, annual compliance.

What is the EEO-1 report?

The EEO-1 report is an annual summary of a business's demographic data required by the U.S. Equal Employment Opportunity Commission (EEOC). Data for the report must be pulled from a pay period in October, November or December of the current collection year (aka the "workforce snapshot pay period").

In 1964, Title VII of the Civil Rights Act required businesses to maintain yearly records and prove they didn't engage in discriminatory employment practices. The EEOC formalized this process for certain employers in 1966, creating the first true request for EEO-1 data and, by extension, its annual report.

2024 EEO-1 report filing deadlines

The EEOC began collecting 2024's EEO-1 data on May 20, 2025. The collection period closed on June 24, 2025.

All communication from the EEOC is electronic, so it's important to monitor your registered email and the EEOC portal for updates. Consult the EEOC's instruction booklet for more detailed information about the collection process.

Portal open

The EEO-1 Component 1 online filing system officially opened on May 20, 2025. Employers must use this portal to submit their demographic and workforce data electronically. First-time filers should register early to help avoid delays in accessing the system.

Deadline

The final day to submit your EEO-1 report was June 24, 2025. The EEOC has stated that no extensions will be granted, so it's important to plan ahead and leave time for internal reviews and corrections.

Communication

All communication from the EEOC regarding EEO-1 reporting is sent electronically. Employers should ensure their contact information is up to date in the portal and regularly check their inboxes - including spam folders - for important updates or reminders from the EEOC.

Major changes in the EEO-1 report in 2025

While the core purpose of the EEO-1 report remains the same, the 2024 reporting cycle introduces a few notable changes that affect how employers collect and submit data. Understanding these changes is key to helping maintain compliance and avoid submission errors.

Removal of nonbinary gender option

The EEOC removed the option to report nonbinary gender in the 2024 EEO-1 reporting cycle. Employers must now classify employees as either male or female. This change aligns with federal reporting standards and updates the gender classification to reflect current EEOC requirements. If your organization previously allowed nonbinary identification, you'll need to update those fields before collecting snapshot data.

Federal contractor reporting remains required

Federal contractors are still required to file EEO-1 reports if they meet the threshold of 50 or more employees and hold contracts of $50,000 or more. This requirement hasn't changed, and the EEOC continues to use this data to monitor compliance with equal employment laws. Contractors should ensure their demographic and job category data is accurate and complete. Staying current with these obligations helps avoid audits and protects your eligibility for future federal contracts.

What is the purpose of the EEO-1 report?

One goal of the EEO-1 report is to collect data on the employment status of women and people of color. Additionally, the EEOC may use this data to investigate charges of employment discrimination. The EEOC doesn't require businesses that file an EEO-1 report to have a specific workforce composition. It does, however, require organizations to hire and operate equitably.

Which businesses are required to file an EEO-1 report?

Again, any private employer with 100 or more employees must file an annual EEO-1 report. But like other employment laws, this requirement only covers most cases. Other organizations required to file an EEO-1 report include:

• federal contractors and first-tier subcontractors with at least 50 employees or a purchase order worth $50,000 or more
• businesses with less than 100 employees that are affiliated through ownership or centralized management with total employment of 100 or more employees (i.e., fast-food franchises)
• companies with 50 or more employees that serve as a depository of government funds or as an issuing or paying agent for savings bonds and notes (i.e., most commercial banks)

Remember, consult a licensed attorney to verify if your small business is covered by one of the special cases above.

How to file an EEO-1 report

The EEOC requires electronic submission of EEO-1 reports through its online filing system. You can choose to either:

• enter your data manually
• or upload a data file

If you need to file a paper report, you must request approval to do so.

First-time filers are required to register as such with the EEOC. Once registered, you'll receive a login ID and password for electronic submission.

Once you're set up, it's time to gather your workforce data and complete the report.

Gather employee demographic information

Start by identifying a workforce snapshot period - any pay period in October, November or December of the reporting year. During this time, collect demographic data for all full-time and part-time employees, including race/ethnicity, sex and job category. Voluntary self-identification is preferred, but employers may complete the data if employees choose not to respond. Be sure to follow EEOC guidelines to avoid misclassification.

Log in to the EEOC's EEO-1 online filing portal

Once your data is ready, log in to the EEOC's online filing portal. First-time filers must register to receive login credentials. Returning users should verify that their company information is up to date before proceeding. The portal allows you to manually enter data or upload a formatted file.

Finalize and submit data

Before submitting, review your report for accuracy and completeness. Make sure all establishments are included and that demographic data aligns with EEOC classifications. Once finalized, certify the report and submit it through the portal before the deadline. Keep a copy of your submission confirmation for your records.

EEO-1 reporting requirements

Your demographic data must include all full-time and part-time employees.
The 10 major job categories used by the EEOC to classify workers are:

1. Executive/Senior Level Officials and Managers
2. First/Mid-Level Officials and Managers
3. Professionals
4. Technicians
5. Sales Workers
6. Administrative Support Workers
7. Craft Workers
8. Operatives
9. Laborers and Helpers
10. Service Workers

Voluntary self-identification by employees is the preferred method for identifying race and/or ethnicity. The categories used are:

• Hispanic or Latino
• White (Not Hispanic or Latino)
• Black or African American (Not Hispanic or Latino)
• Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino)
• Asian (Not Hispanic or Latino)
• American Indian or Alaska Native (Not Hispanic or Latino)
• Two or More Races (Not Hispanic or Latino)

Be sure to reference the EEOC's official instruction booklet to avoid employee misclassification.

California pay data reporting requirements

California requires employers with 100 or more employees to submit pay data alongside their demographic data.

In 2025, employers have until May 14 to submit their information to the state's Civil Rights Department. Employers are expected to submit data from a single pay period between Oct. 1 and Dec. 31, 2024 (i.e., a "snapshot period").

Employers should take note of a few changes to this year's reporting requirements:

• Employers must report the number of employees who worked "entirely remote, teleworking, or home-based" during their snapshot period.
• Employers are no longer allowed to classify labor contractor employees' race/ethnicity or sex categories as "unknown."
• Employers may optionally report Middle Eastern or North African (MENA) as a race/ethnicity category.

Reports must be submitted electronically through California's Pay Data Reporting Portal. Employers may be required to file one or both of the following:

• Payroll Employee Report
• Labor Contractor Employee Report

How to collect EEO-1 report data from employees

Strong EEO-1 reporting compliance requires businesses to frequently monitor their workforce's makeup. At the same time, employers have to identify and beat a deadline that can move each year.

Paycom's comprehensive compliance tool helps you stay ahead of this deadline and reduce your exposure to:

• violations
• unexpected audits
• other penalties

The tech also simplifies managing workforce data by automatically storing it in a single system of record. This means you don't have to manually enter employee info to provide an EEO-1 report or other federal- or state-requested summaries.

Best of all, Paycom's compliance tool lets you easily build the report, convert it to the EEOC-required format and upload it to the agency's EEO-1 reporting site.

Compliance challenges and risks

EEO-1 reporting isn't just about submitting a form - it's about ensuring your data is accurate, timely and aligned with federal standards. Falling short in any of these areas can lead to serious consequences, including legal exposure and reputational damage.

Missing the deadline

The EEOC's deadline is firm. Late submissions aren't accepted unless ordered by a court, and missing the deadline could result in enforcement actions. Businesses may be compelled to file through a court order, and failure to comply could lead to contempt charges. To avoid this, build in extra time for internal reviews and corrections. Treat the deadline like any other critical compliance milestone.

Using nonbinary categories could invalidate reporting

As of the 2024 cycle, the EEOC no longer accepts nonbinary gender classifications. Including this data may result in your report being rejected or flagged for correction. Employers must now report sex as either male or female, in line with federal standards. Staying aligned with EEOC guidelines helps ensure your report is accepted without issue.

Data collection must align with Title VII obligations

While collecting demographic data is required, how you collect and use it matters. Employers must ensure that data collection practices don't influence hiring, promotion or compensation decisions. Title VII prohibits discrimination based on race, sex or ethnicity, so demographic data should be used solely for reporting purposes. Make sure employees understand why the data is being collected and that participation is voluntary.

EEO-1 reporting best practices

Strong EEO-1 reporting starts with preparation. From understanding the rules to using the right tools, these best practices help ensure your report is accurate, compliant and submitted on time.

Understand EEO-1 requirements

Before you begin, make sure you know whether your business is required to file. Review the EEOC's criteria for private employers, federal contractors and affiliated entities. Understanding who must file and what data is needed helps you avoid missteps. If you're unsure, consult legal counsel or a compliance expert.

Audit workforce data

Accuracy matters. Before submitting your report, audit your workforce data to ensure job categories, race/ethnicity and sex classifications are correct. Look for missing or outdated information. A thorough audit helps prevent errors that could delay or invalidate your submission.

Train HR and payroll teams

Your HR and payroll teams play a key role in EEO-1 reporting. Make sure they understand the reporting process, deadlines and data requirements. Provide training on how to collect demographic data appropriately and how to use your reporting tools. Well-informed teams help reduce errors and improve efficiency.

Understand report structure

The EEO-1 report is organized by establishment and job category, with demographic data broken down by race/ethnicity and sex. Familiarize yourself with the structure so you can format your data correctly. Misclassifying employees or submitting incomplete data can lead to rejection or follow-up inquiries from the EEOC.

Meet the submission deadlines

Mark your calendar and build in time for internal reviews. The EEOC's deadline is strict, and late submissions aren't accepted. Aim to finalize your report at least a week before the deadline to allow for unexpected issues. Timely submission helps you stay compliant and avoid enforcement actions.

Use the EEOC's online filing system

All EEO-1 reports must be submitted electronically through the EEOC's online filing system. The portal allows you to enter data manually or upload a formatted file. First-time filers must register to receive login credentials. Make sure your company information is up to date before submission.

Stay informed on legal and regulatory changes

EEO-1 reporting requirements can change from year to year. Stay current by monitoring updates from the EEOC and your state's labor department. Being proactive helps you avoid surprises.

Use HR and compliance tech

Technology can simplify EEO-1 reporting and reduce the risk of errors. Paycom's Government and Compliance tool helps businesses stay ahead of federal and state requirements by automating workforce data collection and securely storing it in a single system of record. The tool also streamlines the reporting process, allowing you to build, format and submit EEO-1 reports with ease.

EEO-1 reporting: FAQ

What is the penalty for not filing an EEO-1 report?

The EEOC doesn't fine companies for not filing EEO-1 reports. However, the commission can obtain a court order to compel a business to provide its EEO-1 report and an organization could be held in contempt for failing to respond.

Is a company's EEO-1 report publicly available?

While national, aggregated EEO-1 data is shared with the public, an individual company's report isn't. Still, employers with 15 or more workers are required to place a "Know Your Rights" poster in a visible and accessible space. This notice reminds employees of their rights and summarizes how they can file a complaint if they believe they've experienced discrimination.

Should part-time employees be included in EEO-1 reporting?

Yes, all part-time employees must be included in the report.

What info do I need to file an EEO-1 report?

To file an EEO-1 report, you'll need your:

• company name, address, EIN, and NAICS codes or DUNS number (if filing as a federal contractor)
• address, EIN and NAICS codes for all establishments
• job categories and race/ethnicity data for all employees
• total employee head count, including all full-time and part-time employees, apprentices and trainees

Why was nonbinary removed from EEO-1 reporting?

The EEOC removed the nonbinary gender option to align with federal reporting standards. Employers must now report sex as either male or female.

Do I still need to file if I'm a contractor?

Yes, federal contractors with at least 50 employees and a contract of $50,000 or more are required to file an EEO-1 report.

Can I file after June 24, 2025?

The EEOC does not accept late submissions unless ordered by a court.

How do I interpret "job categories" in the EEO-1 report?

The EEOC provides definitions for 10 major job categories, ranging from executives to service workers. These classifications are based on job function, not title, and help standardize reporting across industries. Refer to the EEOC's instruction booklet to ensure accurate classification.