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EEOC Delays 2022 EEO-1 Reporting Deadline to Fall 2023

28 Jul


Update Applicable to:

All employers who meet the requirements (Link)

What happened?

The U.S. Equal Employment Opportunity Commission (EEOC) has announced a further delay in the start date for the 2022 EEO-1 filing process.

What are the details?

In our previous communication here, we informed you that the EEOC had originally scheduled to begin accepting submissions of the 2022 EEO-1 reports in mid-July 2023, the new start date has been moved to the fall of 2023.

Delayed Start Date and Preparation Time

In January 2023, the EEOC had tentatively scheduled the start date for the 2022 EEO-1 Component 1 Data Collection in mid-July 2023. However, only days away from the expected date, the EEOC has pushed the opening date to an unspecified time in the fall of 2023.

Reason for Delay

The EEOC explained that the delay is related to the completion of a mandatory three-year renewal of the EEO-1 Component 1 data collection by the Office of Management and Budget (OMB) under the Paperwork Reduction Act (PRA). The EEOC is working on this renewal process, which has caused the postponement of the reporting schedule.

Implications and Reporting Changes

While discussions about changes to the EEO-1 reporting structure were underway to streamline the number of reports, the significant delay in the 2022 EEO-1 filing process was unexpected.

For more information, please see the links below:

EEOC Announcement
Our Previous Communication with all Details
Law Firm Summaries: Article 1, Article 2, Article 3

What do employers need to do?

The EEOC’s decision to delay the 2022 EEO-1 reporting deadline until the fall of 2023 allows employers additional time to gather the necessary data. Employers should stay updated on any further announcements from the EEOC regarding the exact opening date for the filing process and be prepared for a potentially busier reporting period in the fall.

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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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