The EEO-1 Report and Your Latest Requirements

The EEO-1 report is an annual government survey that’s used to collect workforce data from private employers. The Equal Employment Opportunity Commission (EEOC) and other federal agencies use the collected data to identify employment patterns, such as the representation of women and minorities in organizations, and to ultimately combat discrimination.

In this article, we discuss the latest employer requirements concerning the EEO-1, recap critical details about the report, and lastly, highlight how it differs from all of the other EEO reporting requirements out there. 

When does EEO-1 data collection open and close?

The EEOC establishes a filing window and deadline for each annual reporting cycle, which varies year to year. As of March 31, 2026, the EEOC has not yet announced when 2025 data reporting will open and close. That said, it is expected to open at some point in April 2026.

Who is required to file the EEO-1 report?

All private sector employers with establishments located in any of the 50 US states or the District of Columbia are legally required to file the EEO-1 report if they meet any of the following criteria:

• Have 100 or more employees; or
• Have 50 or more employees and have a federal contract (prime contract or first-tier subcontract) amounting to $50,000 or more.

How should employees be counted for the EEO-1 report?

Companies with centralized ownership, control or management should count employees across all of their organizations to determine if they meet the 50 or 100 employee thresholds. Organizations should also err on the side of caution when counting employees. For example, if an employer has met the 50 or 100 employee threshold at some point during the year (and not at other points in the year), they should plan to either file their EEO-1 report or seek legal guidance regarding compliance. For more information, employers should consult the EEOC website or call 1-800-669-4000.

What information is collected in the EEO-1 report?

The EEO-1 report is not new — it dates all the way back to 1966. In the past, filers were required to include reports for both Component 1 and Component 2 data, but the EEOC officially dropped the Component 2 data requirement in September of 2019.

Therefore, EEO-1 reporting will only look at Component 1 data, which includes information like the number of employees (headcount) who work for the business, organized by job category, sex and race/ethnicity. Below is a sample of what the Component 1 data report looks like.

Are there other EEO data collection reports?

Yes. Aside from the EEO-1 report, there are other workforce data reports that may apply to employers, depending on the organization’s type and size. Employers should note that they’re legally required to provide this data; it is not voluntary. Here’s a rundown of other EEO data reports outside of the EEO-1:

• EEO-3: Also known as the Local Union Report, the EEO-3 (EEOC Form 274) is a biennial report, meaning it's required every other year and typically due in odd-numbered years. This report requires local unions, specifically referral unions with 100 or more members, to submit demographic workforce data including membership, applicant and referral information by sex and race/ethnicity. 

2025 EEO-3 data is not due in 2026, but consult the EEOC website for updates.

• EEO-4: This biennial report, officially referred to as the State and Local Government Report, requires state and local government agencies with more than 100 employees to provide a summary of employee demographic information by position, every odd calendar year. 

2025 EEO-4 data is not due in 2026, but consult the EEOC website for updates.

• EEO-5: Required from all public elementary and secondary school systems and districts with 100 or more employees, this biennial report (conducted in even-numbered calendar years) is known as The Elementary-Secondary Staff Information Report. Qualifying employers must submit demographic workforce data, including race/ethnicity, sex and activity assignment classification. 

2024 EEO-5 data collection has been delayed. Updates will be posted on the EEOC website.

What's the easiest way to remain compliant with EEO reporting?

There are two main factors that make EEO reporting particularly challenging. First, the EEOC isn’t shy about making requirement changes. Yes, they do a very nice job keeping their dedicated web page up to date, but you still need to proactively seek out information. Second, gathering data manually for EEO reporting can be a time-consuming and error-prone process.

B2E Solutions can help you tackle these two challenges in the following ways: 

1. Keep up with changes: We offer a solution called Mineral that provides you with real-time, personalized alerts when there’s a compliance change that impacts your business specifically (these aren’t generic compliance updates). With this, you also receive direct access to certified HR experts (yes, actual humans) who can answer your questions. It’s shockingly affordable too. If you’d like to try Mineral for free, you can request a 30-day trial by clicking here.

2. Simplify reporting: Our human capital management (HCM) technology solution, UKG Ready, includes a Human Resources product that helps you track and report on employee data that’s needed for EEO reporting. It makes pulling reports together so much easier! UKG Ready also allows you to utilize checklists and forms to capture EEO information like gender, ethnicity/race and job classifications during your onboarding process. After all, it's always best to get this information upfront, rather than circling back with employees right before your EEO reporting is due! 

Editor's note: This blog post was originally published on May 3, 2021, but is periodically updated to reflect the most recent EEO reporting requirements and advice.