EEO-1 Reporting Now Open

The Equal Employment Opportunity Commission (EEOC) has officially opened the EEO-1 Component 1 data collection for the 2024 reporting year. Employers required to file should mark their calendars—the portal opened on Tuesday, May 20, 2025, and the filing deadline is Tuesday, June 24, 2025, at 11:00 pm Eastern Time. This year, the EEOC has confirmed that no extensions will be granted beyond the deadline.

Who Must File

Filing is mandatory for:

1. Private employers with 100 or more employees
2. Federal contractors with 50 or more employees and at least $50,000 in federal contracts

All covered employers are required to report employee data by job category, race/ethnicity, and sex. Notably, the non-binary gender option has been removed for this cycle in accordance with Executive Order 14168. Employers must now classify employees as either male or female for the purposes of this report.

Why EEO-1 Reporting Matters

The EEO-1 Report is not just a regulatory formality—it is a key tool used by the EEOC to assess workplace demographics, identify hiring trends, and monitor potential discrimination. The aggregated data supports enforcement of federal civil rights laws and helps shape future labor policies. For employers, it offers an opportunity to evaluate and improve diversity and inclusion practices, while reinforcing commitment to equal opportunity.

Filing the Report

Filing involves multiple steps:

1. Collect current demographic data on employees, including race, ethnicity, sex, and job classification.
2. Log into the EEO-1 Online Filing System, create or access your company account, and input workforce data according to EEOC instructions.
3. Review carefully to ensure accuracy before submission.
4. Submit by June 24, keeping a copy for your records.

You can access the full EEO-1 Instruction Booklet on the EEOC website for detailed guidance on how to complete each section.

Avoiding Common Errors

Some of the most common EEO-1 filing mistakes include misclassifying job roles, using outdated demographic information, or missing the deadline. HR teams should work with internal systems or vendors to confirm that records are up-to-date and aligned with EEOC definitions.

A Word on Compliance and DEI

In a recent message, EEOC Acting Chair Andrea Lucas reminded employers that the demographic information collected and reported for EEO-1 purposes must not be used to justify or engage in unlawful discrimination. Title VII prohibits employment decisions based on race, sex, or other protected characteristics—regardless of intention or context. The EEOC recently issued technical guidance titled “What You Should Know About DEI-Related Discrimination at Work”, clarifying that there is no exception to anti-discrimination laws for diversity-related actions.

Best Practices for HR Teams

To stay on track and avoid compliance issues:

• Start the data review process early to resolve discrepancies
• Maintain updated records throughout the year, not just at filing time
• Use technology to streamline reporting and minimize manual errors
• Coordinate with payroll, benefits, and compliance teams to confirm alignment
• Educate leadership on the purpose of EEO-1 and the limits of how demographic data may be used

Final Reminder

The EEO-1 reporting period is short and strictly enforced. All covered employers must submit their reports no later than June 24, 2025, at 11:00 PM Eastern Time. Early preparation and accurate filing not only meet your legal obligations but also strengthen your organization’s integrity and compliance posture.

For additional information and technical support, visit the EEOC’s EEO-1 Data Collection website.