Employment Law Report
EEO-1 Data Collection Is Open: What That Means for Employers
Written by Sharon Gold with the assistance of Basil McCoy
EEO-1 data collection opened on May 20, 2025. This is a mandatory reporting process for employers to submit workforce demographic data. The data collection period ends on June 24, 2025, requiring employers to submit their data electronically through the Equal Employment Opportunity Commission’s (EEOC) online filing system.
What’s Required
The EEO-1 Component 1 report is an annual data collection mandated by the Equal Employment Opportunity Commission. It requires private sector employers with 100 or more employees and Federal contractors with 50 or more employees to submit data about their workforce, including information categorized by job title, sex, and race. Employers must report the number of employees in various job categories, which include:
- Executive/Senior Level Officials and Managers
- First/Mid-Level Officials and Managers
- Professionals
- Technicians
- Sales Workers
- Administrative Support Workers
- Craft Workers
- Operatives
- Laborers and Helpers
- Service Workers
Employers can access the 2024 instructions via the EEOC’s dedicated website. (linked here 2024 EEO-1 Component 1 Data Collection Frequently Asked Questions (FAQs)). Filers will only receive communication from the EEOC electronically. This differs from the EEOC’s past practices of sending paper notices of non-compliance after the collection period.
Statements from Acting EEOC Chair
The EEOC also posted a message from Acting EEOC chair Andrea R. Lucas, reminding filers of their duties under Title VII. “I want to take this opportunity to remind you of your obligations under Title VII not to take any employment actions based on, or motivated in whole or in part by, an employee’s race, sex, or other protected characteristics.” She further stated, “[t]here is no “diversity” exception to Title VII’s requirements.” She also focused on the recent Executive Order directing agencies to deprioritize “disparate impact” enforcement. She stated plainly that, “[t]he EEOC is an executive branch agency, not an independent agency. We will fully and robustly comply with this and all Executive Orders. Under my leadership, the EEOC will prioritize remedying intentional discrimination claims.” Finally, Acting Chair Lucas reminded filers not to use information collected and reported in their organization’s EEO-1 Component report to justify treating employees differently based on their race, sex or other protected characteristic.
Moving Forward
Employers should begin reporting in accordance with the guidelines. Our team is happy to advise you on these developments and will continue to monitor this matter and give additional updates.
