The EEO-1 Report is the EEOC’s annual means of collecting workforce demographic data from covered employers. It requires filers to provide counts of employees broken down by race/ethnicity, gender (male or female), and job category.

The data are used by federal agencies to monitor trends, flag potential disparities, and enforce anti-discrimination laws.

For the 2025 cycle, there are certain updates every filer must know. For instance, the reporting window is shorter, all notifications will be handled electronically, and the option to report nonbinary gender has been removed (only “male” or “female” may be reported).

First-time filers often misjudge threshold qualification, so this guide will walk you through whether you qualify, how to register, and how to collect and submit your first report.

What Is the EEO-1 Report?

The EEO-1 Component 1 Report is an annual workforce demographic survey mandated by the Equal Employment Opportunity Commission (EEOC). Covered employers submit aggregate data about their employees (by gender, race/ethnicity, and occupational class) to enforce equal opportunity laws.

The main purpose is to enable federal oversight of workforce diversity and detect patterns of underrepresentation that may signal discrimination.

The EEOC is better able to analyze trends, enforce compliance, and ensure that Title VII protections (race, color, religion, sex, and national origin) are upheld by collecting standardized demographic data year over year.

Many HR professionals also use EEO-1 results to measure internal equity and to inform diversity, equity, and inclusion (DEI) strategies.

Our blog post on EEO-1 reporting highlights how founders and HR teams can meet these obligations while aligning DEI goals.

What Data Is Collected?

When you file EEO-1 Component 1, you report counts (not individual identifying data) of full-time and part-time employees, broken down by:

• Race/Ethnicity: According to EEOC categories (e.g., White, Black or African American, Hispanic/Latino, Asian, American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, Two or More Races)
• Gender: Historically binary (male/female), though some cycles have allowed limited comment fields or optional disclosures
• Job Category/ Occupational Class: EEOC’s standard job groups (e.g., executive/senior officials, professionals, sales workers, technicians, administrative support, service workers, etc.)

While Component 2, which required detailed pay and hours data by demographic group, was once required, it has been suspended or scaled back in recent cycles. It is not currently required in the 2025 reporting cycle.

However, some stakeholders expect it might be reinstated in the future, so many organizations continue preparing systems to capture that data.

Who Must File an EEO-1 Report in 2025?

Not every employer must file an EEO-1 report; only those who meet certain thresholds. You must understand where your organization fits, as shown below:

Private Employers

If your organization is in the private (non-government) sector and employs 100 or more employees, you are obligated to file the EEO Component 1 report. This count applies during your employer-selected “workforce snapshot” period, usually in the fourth quarter.

Federal Contractors

If you're a federal contractor or subcontractor, you may have a lower threshold. To be covered, you must:

• Employ 50 or more employees, and
• Hold a federal contract or subcontract valued at $50,000 or more.

Although Executive Order 11246 was rescinded in 2025 via EO 14173, many of the EEO-1 rules remain active in EEOC’s current instruction booklet, so contractors meeting those criteria should still plan to file.

Corporate Groups and Parent Companies

If your organization is a corporate group or holding company, you must look at whether any subsidiary or affiliated establishment meets the thresholds above. Even if the parent company itself is below the threshold, a subsidiary might trigger a requirement to file as a multi-establishment filer.

Important Dates and Deadlines for EEO-1 Reporting in 2025

The EEOC usually opens the EEO-1 Component 1 Data Collection portal in late March or early April. Based on previous years' patterns, employers should expect access to the online filing system by mid-spring. The EEOC will announce the exact opening date on its official website.

The standard EEO-1 reporting deadline is in early to mid-July 2025. Historically, the EEOC sets this deadline approximately 90 to 120 days after the portal opens. First-time filers and multi-establishment employers should note this date carefully, as the system typically closes at 11:59 PM ET on the final day.

Check the EEOC portal regularly for the confirmed deadline announcement, usually released 60 to 90 days in advance.

Consequences of Late or Missing EEO-1 Submissions

Failing to file your EEO-1 report on time carries serious repercussions, including:

• Federal contractors risk OFCCP enforcement actions, including contract suspension or termination
• Potential civil penalties and legal liability under Title VII
• Increased scrutiny during EEOC audits or discrimination investigations
• Damage to your organization's compliance reputation

Don't wait until July to begin your EEO compliance process. Start collecting workforce demographic data in January or February to:

• Avoid last-minute data collection errors
• Allow time for employee self-identification outreach
• Properly categorize employees by EEOC job classifications
• Test your HRIS integration with EEO-1 reporting requirements

Step-by-Step Instructions for First-Time Filers

Filing your first EEO-1 report can feel like a daunting task. The steps highlighted below will help first filers minimize errors:

Step 1: Create Your EEO-1 Online Account

Register for the EEOC’s EEO-1 Component 1 Online Filing System (OFS). This is the secure web portal through which you will submit your demographic data.

To register, gather the necessary company information and profile details:

• Employer Identification Number (EIN); your federal tax ID
• NAICS code; your industry classification
• DUNS number (if applicable); often required for federal contractors
• Company legal name, address, and contact information
• Designated certifying official (name, title, email)

Once you have those, visit the official EEOC OFS registration page. You’ll create a user ID, set up security credentials, and link your account to your organization. During registration, multi-establishment firms will need to designate a “Headquarters” entity and create linked “Establishment” accounts (for each physical location).

The headquarters account usually aggregates data, while establishment accounts capture location-level detail.

Step 2: Identify Establishments and Job Categories

Once registered, you must delineate your organizational structure. A single-establishment employer has one reporting unit, or one physical or logical location for all employees. A multi-establishment employer operates multiple locations (branches, plants, offices, remote hubs), each of which may need its own account under the OFS.

After you define establishments, you’ll assign employees  to the EEOC’s standardized job categories, such as:

• Executive/senior officials and managers
• Professionals
• Sales workers
• Administrative support
• Craft workers
• Operatives
• Laborers and helpers
• Service workers

To reduce classification mistakes, align your internal HR job titles with these EEOC categories. Create a mapping document and review it with your HR team. This ensures consistency and prevents misfiling across establishment accounts.

Step 3: Collect Workforce Demographic Data

With your structure in place, it’s time to collect employee demographic data. For each employee in your workforce snapshot period, gather:

• Race/ ethnicity (per EEOC standard categories)
• Gender (male/female, per current reporting guidelines)
• Job category (based on the mapping you created)
• Employment status (full-time vs. part-time)

Ideally, data should come from self-identification forms. If that’s not possible (e.g., for past employees), you may use observational coding carefully, though self-ID is preferred for accuracy and fairness.

For privacy:

• Use aggregate, anonymized reporting (no names in the report)
• Limit internal access to raw demographic files
• Store detail data in encrypted or access-controlled systems

Many modern HRIS or payroll systems support export of demographic slices suitable for EEO-1 (e.g., filtering by race, gender, and job class). If yours doesn’t, consider a supplemental tool or plugin that converts raw employee data into EEO-1–compatible formats.

Chore’s HR and compliance resources address this kind of data workflow for startups and growing firms.

Once data is collected, freeze the snapshot (i.e., no changes after a cut-off date). Export summary counts by establishment and job category for upload.

Step 4: Complete the Report Online

Now you’ll enter your data into the EEO-1 OFS portal. You have two main methods:

• Manual data entry: This is ideal for smaller employers. You input numerical counts directly into fields for each establishment, job category, gender, and race/ethnicity combination.
• File upload: This method is recommended when dealing with large staff or many establishments. EEOC provides a data file template (CSV or XML format) that matches the system’s schema.

If uploading, carefully follow the EEOC’s Data File Upload Specifications. Common requirements include:

• Correct column headers
• Unique establishment IDs
• No blank or mismatched codes
• Totals for each establishment must roll up exactly to the consolidated headquarters report

The portal validates your upload and flags errors (e.g., mismatches, missing fields, sums that don’t align). Review those errors, correct them, and re-upload as needed.

Where possible, keep screenshots or records of each step (e.g., before and after upload). This is valuable for audit trails or future verification. Review all establishment entries, ensure remote employees are assigned to the correct location, and ensure your totals match your HR snapshot exports.

Step 5: Review, Certify, and Submit

Before you submit the report, go through the verification checklist below:

• All establishments included, none duplicated
• Job category totals per gender and race align with your internal counts
• Remote or field employees assigned appropriately
• NAICS code, EIN, and company profile are correct
• No stray zeroes in populated slots (e.g., race categories left blank)

Once satisfied, the certifying official (the individual you designated when registering) will certify the report. This person accepts legal responsibility for the accuracy of the filing.

Here are tips to help you avoid first-time mistakes:

• Don’t submit partial data; all establishments must be included
• Ensure consistency in establishment identifiers (e.g., “Plant 1” vs “Plant-1”)
• Double-check that your NAICS code matches the company’s official listing
• Don’t wait until the final hour. Give some time for portal errors or network issues

Once you click “Submit,” the OFS provides a confirmation receipt. Download or print this for your records and archive your certified report, export files, and data validation logs.

How to Correct an EEO-1 Filing Error

Reach out through the EEOC’s technical assistance or data collection office. Use the contact information listed on the EEOC’s EEO Data Collections page. Include your EIN, filer name, reporting year, and a description of the error. Be clear whether you filed online and whether the report is already certified.

Follow these steps to reopen a certified report:

• Request that the report be “reopened” through the EEOC’s portal or by formal correspondence.
• Submit a written explanation of what changed and why.
• Provide corrected data in the same format (e.g., CSV, portal entry).
• Certify the revised report by the authorized certifier.

Note: The EEOC sometimes allows reopening only within a limited timeframe after certification.

Furthermore, keep copies of original filings, error notices, correspondence with EEOC, and revised submission files. Tag dates and versions clearly. Store them with your HR audit records.

EEO-1 Reporting Compliance Tips for 2025

To maintain full compliance in 2025, here are some practices you must adopt:

Keep records for at least one year (per EEOC requirement)

Even after your report is submitted, retain your raw workforce data, demographic self-ID forms, audit logs, and certification records for at least one year, as required by EEOC recordkeeping rules. This ensures you have traceability in case of audits or follow-up inquiries.

Train HR staff on data accuracy and employee self-ID

HR professionals should be skilled in handling voluntary self-identification versus observation methods, and consistent in applying EEO-1 job categories. Regular training helps prevent errors and bias.

For startups and growing teams, Chore can help embed these best practices across your organization.

Use automation and HR analytics tools to simplify compliance

Manual aggregation is error-prone. Modern HRIS systems and analytics tools automate the population, classification, and validation of EEO-1 data. By integrating these tools with your compliance stack (or using fractional HR services like Chore’s compliance capabilities), you reduce risk, save time, and stay audit-ready.

Ensure internal data privacy is aligned with EEOC confidentiality standards

Separate demographic self-ID data from payroll or performance files, restrict access to sensitive information, and encrypt stored records. Adhering to EEOC confidentiality expectations protects employees and mitigates legal exposure.

Embed DEI initiatives to enhance workforce diversity reporting

Compliance is not just about filing forms; it’s also an opportunity to demonstrate genuine commitment to inclusion. Conduct periodic self-analyses, monitor promotion and hiring patterns, and actively support equitable recruitment.

Streamline Your Startup's EEO-1 Compliance Without Losing Focus

As a founder, you're building products and closing deals, not struggling with federal reporting deadlines. Yet EEO-1 filing isn't optional once you hit 50 to 100 employees, and errors can trigger audits, penalties, and contract complications.

Chore eliminates this operational burden by acting as your fractional Chief of Staff for HR and compliance.

Our experts handle the entire EEO-1 process end-to-end: we register your accounts, map job categories correctly, pull and validate demographic data from your HRIS, upload reports error-free, and maintain audit-ready documentation; all while you stay focused on growth.

We track regulatory changes obsessively (like 2025's shorter filing window and gender reporting updates), ensure data privacy standards, and automate compliance workflows so nothing falls through the cracks. With organized document control and proactive deadline management, you'll never face last-minute portal crashes or missed certifications again.

Stop trading founder hours for compliance tasks. Let Chore manage your regulatory filings while you build what matters.

Ready to hand off EEO-1 reporting? Schedule a consultation with Chore today and reclaim your time for strategic work.

FAQs

Do remote employees count toward the EEO-1 threshold?

Yes, remote employees do count toward the EEO-1 reporting threshold. The EEOC requires employers to include all employees on payroll during the snapshot period, regardless of where they work. That means your remote, hybrid, and telecommuting employees must be counted when determining if your company meets the EEO-1 filing thresholds (100 or more employees for private employers, or 50+ employees with a qualifying federal contract).

Can I submit a paper form instead of online?

No, you can’t submit an EEO-1 report on paper. The EEOC only accepts electronic submissions through the EEO-1 Component 1 Online Filing System (OFS) or via approved data uploads (CSV/XML). Paper, email, or faxed forms are rejected. This ensures data accuracy, faster processing, and better security. Only in rare cases (such as accessibility issues) can employers request a special accommodation from the EEOC.

How do I change company information in the EEOC portal?

Follow these steps to change company information in the EEOC EEO-1 Online Filing System (OFS):

• Log in at eeocdata.org/eeo1 using your credentials.
• Go to the “Company Information” or “Company Profile” tab to update details like address, contact info, NAICS code, or establishment list.
• For locked fields (e.g., company name, EIN), submit a change request through the “Contact Us” form and attach supporting documents such as an IRS EIN letter or merger paperwork.
• Review, save, and certify your changes before filing your EEO-1 report.

What documentation should I retain?

Employers should keep copies of their filed EEO-1 reports, employee demographic data, self-identification forms, job classifications, payroll or HR records used for reporting, and any EEOC correspondence. These records must be retained for at least one year after submission, or longer if a discrimination charge or audit is pending, to ensure compliance and support future filings.