Definition
The EEO-1 report is a mandatory annual workforce demographic data collection filed with the Equal Employment Opportunity Commission. Private sector employers with 100 or more employees, and certain federal contractors with 50 or more, report workforce data by job category, sex, and race or ethnicity.
Also known as: EEO-1, EEO-1 Component 1, EEO-1 survey
How it works
Each year the EEOC opens a filing period for EEO-1 Component 1. Covered employers submit workforce demographic data organized by job category, with each category broken down by sex and by race or ethnicity.
The collection operates under Section 709(c) of Title VII of the Civil Rights Act and federal regulations at 29 CFR 1602.7 through 1602.14.
HR teams usually pull the underlying data from their HRIS, confirm that every job title maps to the correct EEO-1 category, and check that demographic information is complete before submitting. Because the EEOC announces details for each collection cycle on its website, employers should review the current instructions and dates before preparing their data.
The rule may change. In July 2026 the EEOC proposed rescinding the EEO-1 filing requirement, together with the EEO-2 to EEO-6 reports and their recordkeeping rules. A proposed rule is not final: when we checked on October 14, 2026, the EEOC’s EEO-1 page still described the report as a mandatory annual collection, so covered employers should keep preparing until the agency says otherwise.
Example
A 240-person software company exports headcount from its HRIS, maps every job title to an EEO-1 category, and submits counts by sex and race or ethnicity through the EEOC filing system when the annual collection opens.
How it differs from similar terms
EEO-1 Report vs Adverse Impact. The EEO-1 report discloses workforce composition to the government, while adverse impact analysis tests whether a specific selection practice disadvantages a protected group.
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Frequently asked questions
Who must file an EEO-1 report?
According to the EEOC, EEO-1 Component 1 applies to private sector employers with 100 or more employees and to federal contractors with 50 or more employees who meet certain criteria. Employers near either threshold should verify coverage against the current EEOC instructions before each collection cycle.
What data does the EEO-1 report include?
Employers must submit workforce demographic data, including data by job category and sex and race or ethnicity. The EEOC describes the report as a mandatory annual data collection. Accurate job category mapping is therefore the most important preparation step for any employer that files.
What authority requires the EEO-1 report?
The EEOC cites Section 709(c) of Title VII and the regulations at 29 CFR 1602.7 through 1602.14 as the basis for the collection. Filing is a legal obligation for covered employers rather than a voluntary survey, so it belongs on the annual compliance calendar.
Is EEO-1 reporting still required in 2026?
Yes, for now. In July 2026 the EEOC proposed a rule to rescind the EEO-1 filing requirement, but a proposal does not change the law until a final rule takes effect. When we checked on October 14, 2026, the EEOC’s EEO-1 page still called the report a mandatory annual collection and said updates on the 2025 collection would be posted there.
When is the EEO-1 deadline in 2026?
No date had been set when we checked on October 14, 2026. The EEOC opens each collection with its own deadline, and its EEO-1 page said the 2024 collection had closed and that updates on the 2025 collection would be posted there. With a rescission proposed, check that page before planning your filing.
Are EEO-1 reports public?
No. Section 709(e) of Title VII bars the EEOC from releasing information that identifies an individual employer or employee. The agency publishes only aggregate statistics, such as EEOC Explore, built so that no particular employer can be picked out.
How do employers collect EEO-1 data from employees?
The EEOC’s instructions name self-identification as the preferred method: offer each employee the chance to state race or ethnicity and explain that answering is voluntary. If an employee declines, employment records or observer identification may be used, and the EEOC recommends keeping these records apart from the personnel file used for employment decisions.
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