The 2024 EEO-1 reporting cycle is underway, and covered employers should begin preparing now to meet the Equal Employment Opportunity Commission’s (EEOC) requirements.
The EEO-1 Component 1 data collection for 2024 opened May 20, 2025. Organizations should begin getting their systems and internal processes in order to ensure a timely and accurate submission. The deadline to submit reports is June 24.
What Is the EEO-1 Report?
The EEO-1 Component 1 report is an annual compliance survey mandated by the EEOC that requires certain employers to submit workforce demographic data, broken down by:
- Job category
- Race/ethnicity
- Sex
This data enables the EEOC to monitor workplace diversity and helps support enforcement of federal equal employment opportunity laws.
Employers that must file include:
- Private employers with 100 or more employees, and
- Federal contractors with 50 or more employees and contracts of $50,000 or more.
Key Change for 2024: Binary-Only Gender Reporting
One of the most notable expected changes to the 2024 reporting cycle is the removal of the non-binary gender reporting option. In past cycles, the EEOC permitted employers to report non-binary employees in the comment box, though the official categories remained binary. That option is expected to be eliminated entirely this year to comply with a recent executive order.
This change has several implications for employers:
- Organizations must ensure that HR and payroll systems only classify sex using “male” or “female” designations for the purpose of EEO-1 reporting.
- Employers will need to determine how to report employees who identify outside the gender binary, as there will no longer be a mechanism to include this information within the official report.
Employers should review and update their data collection process to ensure compliance.
What Is Required in the EEO-1 Report?
As outlined in Trusaic’s EEO-1 Reporting Guide, covered employers are required to report:
- A snapshot of workforce demographics from a workforce snapshot period (a single pay period between Oct. 1 and Dec. 31 of the reporting year).
- The number of employees by job category, sex, and race/ethnicity, including all full-time and part-time employees.
- Separate reports for each establishment with at least 50 employees, or a consolidated report for multi-establishment employers.
- The physical address of each establishment, even if employees are remote.
EEO categorizes jobs as follows:
- Executive/senior level officials and managers
- First/mid-level officials and managers
- Professionals
- Technicians
- Sales workers
- Administrative support workers
- Craft workers
- Operatives
- Laborers and helpers
- Service workers
Employers should note that all reporting must be submitted through the EEOC’s dedicated online portal once it opens.
Why This Matters
Inaccurate or incomplete reporting can lead to compliance risks and signal to regulators a lack of oversight.
While there are no financial penalties for non-compliance, late filing or failure to file may lead to penalties, including a court order to file.
Additionally, EEO-1 reporting data may be used in federal investigations or lawsuits related to workplace discrimination. For federal contractors, failure to comply could result in contract loss or future ineligibility.
Organizations should review their data collection processes now to:
- Audit employee records for missing or outdated demographic data.
- Confirm sex and race/ethnicity fields align with the EEOC’s accepted categories.
- Ensure system integration between HRIS, payroll, and reporting platforms.
How Trusaic Can Help
Trusaic’s pay equity product suite ensures compliance with EEO-1 reporting. With our advanced technology and regulatory expertise, we help organizations:
- Automatically collect and validate required demographic data across systems.
- Generate compliant reports for submission with accuracy and confidence.
- Address overlapping obligations, such as pay data reporting, salary range disclosure, and disparate impact analysis, to maintain a proactive compliance posture.
- Ensure your compensation practices are legally defensible and unbiased.
Our RAPTR™ solution helps you easily meet reporting deadlines like EEO-1 with one-click reporting. We help you craft contextual narratives to explain your pay gaps, reducing regulatory scrutiny.
In addition to EEO-1 reporting, we help employers meet the growing demands of global pay transparency laws, including California Pay Data Reporting, OFCCP audits, and the EU Pay Transparency Directive.
Schedule a meeting with our experts to learn how we’re helping organizations like your’s comply with EEO-1 reporting requirements.