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June 2022: EEOC Extends EEO-1 Deadline for 2021 Workforce Data Reports

08 Jun

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Update Applicable to:
All employers

What happened?
The Equal Employment Opportunity Commission (EEOC) announced that the EEO-1 reporting requirements have now been extended. The new deadline for 2021 submissions is June 21, 2022. According to the EEOC, no additional 2021 EEO-1 reports will be accepted after that date.

What are the details?
Mandated under Title VII of the Civil Rights Act, the EEO-1 report is an annual survey that requires certain employers to submit information about their workforces by race or ethnicity, gender, and job categories by March 31 every year. The EEOC uses the collected data to enforce Title VII’s prohibitions against employment discrimination based on race, color, religion, national origin, or sex.   

In general, a private-sector employer is subject to EEO-1 reporting if it:

  • Has 100 or more employees;
  • Has 15-99 employees and is part of a group of employers with 100 or more employees; or
  • Is a federal contractor with 50 or more employees and a contract of $50,000 or more.

For more information, please see the links below:

EEO-1

What do employers need to do?
Employers should review the links provided above and take advantage of the extended time to submit their reports.

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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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