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2022 EEO-1 Reporting Period Will Open on October 31, 2023

11 Sep

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Update Applicable to:

All employers with 100 or more U.S. employees and federal contractors with at least 50 U.S. employees.

What happened?

The EEOC has announced that the long-delayed 2022 EEO-1 reporting period will finally open on October 31, 2023. The deadline for filing will be December 5, 2023.

What are the details?

The report for 2022 will need to rely on a workforce payroll snapshot captured between October 1 and December 31, 2022.

According to the EEOC, the 2022 EEO-1 Component 1 Instruction Booklet can now be accessed through the following link: Instruction Booklet.

All information regarding the updates for the 2022 EEO-1 Component 1 data collection, including the revised 2022 EEO-1 Component 1 Data File Upload Specifications, will be made available on www.eeocdata.org/eeo1 as soon as they are released. The EEOC has scheduled the posting of the updated 2022 EEO-1 Component 1 Data File Upload Specifications for filers on Wednesday, September 13, 2023. The EEO helpdesk will open on October 31, 2023.

For more information, please see the links below:

EEOC Announcement

EEO-1 Reporting Page

Law Firm Article 1, Article 2

What do employers need to do?

Employers have the responsibility of collecting the necessary data required for the completion of the EEO-1 Report. To accomplish this, it is essential to offer your workforce the opportunity to voluntarily disclose their gender and race/ethnicity information. In cases where employees choose not to self-identify, previous guidance from the agency suggests conducting visual identification of employees’ race/ethnicity or referring to other credible employment documents (excluding I-9s). In preparation for the reporting process, it is advisable to review past EEO-1 report submissions and guidance to identify the specific information you will need to gather when the reporting portal becomes accessible.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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