How to Comply with the Equal Opportunity Employment Commission

The EEOC collects workforce data from employers with more than 100 employees. Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. Deadline to comply is September 30th 2019.

Hardhats Pexels 5ca3b3c08d0b4

The U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. These laws protect employees and job applicants against employment discrimination when it involves:

  • Unfair treatment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
  • Harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
  • Denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability.
  • Retaliation because the employee complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.

Read Next: How To Set Attainable Diversity Targets At Your Organization

Starting March 2018, the EEOC began collecting workforce data from employers with more than 100 employees (lower thresholds apply to federal contractors). Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary.

The data is collected using the reports listed below and is used for a variety of purposes including enforcement, self-assessment by employers and research. Each of the reports collects data about gender and race/ethnicity by some type of job grouping. This information is shared with other authorized federal agencies in order to avoid duplicate collection of data and reduce the burden placed on employers. Although the data is confidential, aggregated data is available to the public.

EEO-1 Component 1 Report

The U.S. Equal Employment Opportunity Commission (EEOC) opened the 2018 EEO-1 survey on March 18, 2019. The deadline to submit EEO-1 data was May 31, 2019.

For all inquiries related to the 2018 EEO-1 Component 1, please send an email to

EEO-1 Component 2 Report

Component 2 EEO-1 survey for 2017 and 2018 submission is now OPEN.

EEO-1 filers must submit Component 2 data for calendar year 2017, in addition to Component 2 data for calendar year 2018, by September 30, 2019, as ordered by the court's recent decision in National Women's Law Center, et al., v. Office of Management and Budget, et al., Civil Action No. 17-cv-2458 (D.D.C.).  Please note: Although the Department of Justice filed a Notice of Appeal in this lawsuit, that notice does not stay the district court orders or alter EEO-1 filers' obligations to submit 2017 and 2018 Component 2 data by September 30, 2019.

The EEOC has contracted with NORC at the University of Chicago to collect the Component 2 data for 2017 and 2018.  Employers can find more information about the Component 2 EEO-1 Pay Data Collection here:

Companies that reported 2018 employee demographics under Component 1 of the Equal Employment Opportunity Commission's (EEOC's) EEO-1 Report are required to submit Component 2 by Sept. 30. Component 2 includes detailed pay data and hours worked and was initially stayed by the Trump Administration in 2017.

Earlier this spring, a U.S. district court lifted the administration's stay, restoring the Sept 30. deadline to report. The Trump Administration has appealed the court's decision and appears to be working toward a reinstatement of its previous stay ahead of the Sept. 30 reporting deadline. If you are unsure whether your organization needs to report, click here.