EEO-1 2024 Filing Starts May 20, 2025: Are You Ready

The EEOC has announced that the long-delayed 2024 EEO-1 reporting period will finally open on May 20, 2025 The EEO-1 2024 reporting deadline has been long awaited with concerns about any changes or even elimination of this reporting process. What is clear is that the one change is the elimination of the Binary Option. This was due to the Trump Administration’s order to have only 2 genders. In addition, several changes have to do with changes under the Trump Administration’s order to modify the Office OFCCP which also uses the EEO-1 Requirements. OFCCP regulations “require certain federal contractors to file the EEO-1 Component 1 if they have 50 or more employees,” and other criteria are met. The EEOC does not address the fact that the underlying authority for the OFCCP’s regulations implementing Executive Order 11246 was revoked by President Trump’s Executive Order 14173. One significant omission from this announcement was the lack of any discussion of adding pay data collection to the 2024 EEO-1 filings. Many resources have indicated that the removal of Pay Data Collection was imminent due to the Trump Administration’s message to put that process on hold. However, Employers with employees in California and other states that have Pay Data Collection Mandates need to be aware of the requirements that impact their compliance efforts. The 2024 EEO-1 Component 1 Instruction Booklet for filers and the updated 2024 EEO-1 Component 1 Data File Upload Specifications for filers on April 23, 2025. It is anticipated that the EEOC will release a new set of guidance in the form of answers to frequently asked questions (FAQs) for this year’s filings prior to the opening of the filing platform. The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require eligible employers to file Standard Form 100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1 Component 1 data collection. The purpose of collecting the data is to support enforcement actions, facilitate research on employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability.