The EEO-1 filing portal will not accept 2019 and 2020 Component filing snapshots after today, November 15, 2021.
In a recent announcement on the Equal Employment Opportunity Commission’s (EEOC) website, the agency makes clear that organizations that have not filed must do so by no later than today. The announcement states, “Once the November 15, 2021 deadline passes, NO additional 2019 or 2020 EEO-1 Component Reports will be accepted.”
Organizations that initiated assistance from the Filer Support Help Desk and have a pending ticket open will still be able to file as the agency continues to process these requests.
The final deadline for filing EEO-1 Component 1 snapshots for the 2019 and 2020 tax years was October 25, 2021.
As a reminder, EEO-1 Component 1 data capture employee details such as race, gender, EEO-1 job category, and physical location. Additional data fields such as employee names and any reporting managers are encouraged, though aren’t required.
Private employers subject to Title VII of the Civil Rights Act of 1964, as amended, with 100 or more employees
Federal contractors and first-tier subcontractors with at least 50 employees and a minimum of $50,000 in contracts
Financial institutions and government depositories with 50 or more employees
Private employers with less than 100 employees if their association with or common ownership with another company adds up to 100 employees
If you need assistance gathering your EEO-1 information or submitting it to the EEOC, contact us to explore our EEO-1 filing solution.
Most of the 2020 and 2021 tax years were heavily affected by COVID-19 and deadlines for submitting mandatory information were extended accordingly. Future EEO-1 filings may not be as lenient moving forward. To make things more challenging for employers, it appears the return of EEO-1 Component 2, which captures employee pay information, may be returning sooner than anticipated.
Employers heading into the 2022 tax year should begin devising a strategy for capturing sensitive employee data like wages and earnings. Certain states like California and Illinois already require it and it’s only a matter of time until EEO-1 Component 2 filing requirements are back in play.
A great tool for managing employee pay data, diversity, and standard EEO-1 information is PayParity. Leveraging PayParity software solution will make complying with EEO-1 filing, as well as any U.S. or international pay equity reporting requirements significantly easier. In addition, it can help you achieve pay equity and minimize litigation risk.
Not convinced? Download our research report, Creating Culture of Diversity, Equity, and Inclusion, conducted by Harvard Business Review to learn how leading organizations are leveraging tools like PayParity to make good on their diversity, equity, and inclusion (DEI) goals.
Conducting a pay equity audit is a key component to ensuring equitable compensation within your organization. Just as important as the analysis is how you communicate findings and progress with various stakeholders. Download The Pay Equity Communications Planner to learn best practices for discussing compensation, both internally and externally.