So You’ve Gotta File an EEO-1 Report. Now What?

If you’ve been staring at the words “EEO-1 Component 1” and thinking they sound like a rejected Star Wars droid, you’re not alone. But if you’re an HR pro at a private company with 100+ employees (or a federal contractor with 50+ employees and a contract over $50,000), you’ve got a legal obligation to get this right—and soon.

TL;DR

📅 The 2024 EEO-1 Component 1 data collection opened May 20, 2025, and reports are due by June 24, 2025.
💻 Filing happens online at EEOC’s EEO-1 portal.
👥 The report covers workforce demographic data during a “snapshot” pay period between October 1 and December 31, 2024.
📄 Instruction booklet here

What is the EEO-1 Report, Anyway?

The EEO-1 Component 1 report is a mandatory annual data collection that requires certain employers to submit demographic workforce data to the EEOC—specifically by race/ethnicity, sex, and job category.

The EEOC uses this data to enforce federal anti-discrimination laws and monitor employment patterns.

Who Has to File?

Private employers with 100 or more employees.
Federal contractors/subcontractors with:
- 50 or more employees, and
- a federal contract or subcontract of $50,000 or more.

If you meet either threshold, congrats—you’re a filer…probably.

Wait—Didn’t President Trump Kill Executive Order 11246?

Yes. In January 2025, President Trump rescinded EO 11246—the order that had long required federal contractors with 50+ employees and $50K+ contracts to file EEO-1 reports.

So, are those contractors still required to file?

Legally, it’s murky. The regulation requiring it (41 C.F.R. § 60-1.7) may not hold up now that EO 11246 is gone. But the EEOC hasn’t updated its instruction booklet.

Bottom line: Federal contractors with 50–99 employees may still be expected to file, but the legal foundation is shaky. Talk to your counsel before skipping it.

What Goes in the Report?

The EEO-1 asks for a headcount of your employees by:

Race/ethnicity
Sex
Job category (e.g., Executive/Senior Level Officials, Technicians, Laborers)

You’ll pull this data from a workforce snapshot—any pay period between October 1 and December 31, 2024.

Where and How Do I File?

📍 Online only. The EEOC does not accept paper filings.
👉 Visit www.eeocdata.org/eeo1 and log into the EEO-1 Component 1 Online Filing System (OFS).
🔐 Every filer needs their own user account—no shared logins.

What If You Have Multiple Locations?

You’ll need to file multiple reports:

Headquarters Report – required for every filer.
Establishment Reports – for each location with 50+ employees.
Type 6 or 8 Reports – for smaller locations depending on how you’re structured.

Yes, it’s annoying. No, you can’t skip it.

How Should You Report Remote Workers?

Employees who work remotely—or telework full time—should be reported under the establishment to which they report. If a remote employee doesn’t report to a physical office regularly, use the location where their manager or supervisor is based.

If neither applies clearly, the EEOC’s guidance allows employers to use the location of the remote worker—but you should document your rationale and apply it consistently.

Common Pitfalls to Avoid

🚫 Missing the deadline. The EEOC doesn’t play around.
❌ Incorrect job classification. Use the EEOC’s job category guide (PDF).
❓ Guessing race/ethnicity. Self-identification is best. Use visual observation only if employees decline.
🔄 Reusing old data. You must use data from the current snapshot period.

Three Things You Can Do Right Now

Pick your snapshot pay period. You only need one between Oct. 1–Dec. 31, 2024.
Get your data organized. Job categories, race/ethnicity, sex—check for gaps.
Log into the OFS portal. Set up or confirm your account before the last-minute rush.

One Last Thing…

This is not just a box-checking exercise. These reports fuel investigations and lawsuits. So file clean. File early. And if you’re stuck, read the Instruction Booklet—or better yet, talk to your employment counsel before something breaks.