Employers with 100 or more employees – Your 2022 EEO-1 Component 1 reporting is due December 5!
The U.S. Equal Employment Opportunity Commission (EEOC) recently announced the opening of the 2022 EEO-1 Component 1 data collection due Dec. 5, 2023. To meet this deadline, the EEOC strongly encourages eligible filers to begin the filing process as soon as possible.
What is the report and which employers are affected? The EEO-1 Component 1 report is an annual data collection mandated by the EEOC requiring all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit workforce demographic data including data by job category and sex and race or ethnicity.
I am an employer that must submit this report; where can I get help? There is a new EEO-1 Component 1 Instruction Booklet for filers, which contains support materials, including frequently asked questions and fact sheets and provides more information regarding eligibility and reporting requirements.
How do I file? Filers can submit requests for assistance to the EEOC within the EEO-1 Component 1 Online Filing System (OFS) as well as update requests with new information, terminate requests, and track the status of requests.
Filers can visit the EEO-1 Component 1 website at www.eeocdata.org/eeo1 to access the OFS, Filer Support Team Message Center, and 2022 EEO-1 Component 1 Instruction Booklet, and to find the latest updates and supplementary resource materials.
The 2023 EEO-4 state and local government data collection also opened today, also due December 5, 2023. The EEO-4 is a mandatory data collection for all state and local governments with 100 or more employees to submit demographic workforce data, including data by race/ethnicity, sex, job category, and salary band every two years. A new EEO-4 Instruction Booklet is also available. For more information, please visit the dedicated EEO-4 website at www.eeocdata.org/eeo4/.
The 2024 EEO-3 and 2024 EEO-5 are tentatively scheduled to open in calendar year 2024.
As a reminder, this dovetails with California’s pay data reporting requirements which were due on May 10, 2023, that we reported on earlier this year. California employers should have filed their report already this year through the California Civil Rights department website. In addition to the “Payroll Employee Report” that all private employers with 100 or more employees (with at least one employee based in California) must file, Senate Bill 1162 added the requirement that a private employer with 100 or more workers hired through labor contractors in the prior calendar year (with at least one worker based in California) must file a separate “Labor Contractor Employee Report” that covers workers hired through labor contractors in the prior calendar year. An employer submitting a Labor Contractor Employee Report submits one report that covers labor contractor workers at all of the employer’s establishments. Senate Bill 1162 requires the employer’s labor contractors to provide necessary data and information to the employer submitting the report, as well as requires the employer to identify their labor contractors.
Rosasco Law Group, APC can help you navigate the multitude of employer requirements and keep you up-to-date on important changes. Give our office a call for any of your reporting needs.
