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EEO-1 Reporting Requirements for Employers in 2024

The U.S. Equal Employment Opportunity Commission (EEOC) mandates that private employers with 100 or more employees during any pay period in the fourth quarter of 2023 (October 1 – December 31) and federal contractors with 50 or more employees are obligated to file an EEO-1 Component 1 report.  

The filing period for the 2023 EEO-1 Data Collection will commence on April 30, 2024, with a submission deadline of June 4, 2024. This report plays a crucial role in collecting demographic data on employees, such as race/ethnicity, sex, and job category, facilitating the EEOC’s enforcement of federal anti-discrimination laws. 

Failure to submit a comprehensive and accurate EEO-1 report can result in penalties. 

Next Steps 

To ensure compliance, employers should proactively begin gathering the necessary data early and carefully review the EEOC website and instructions before submitting their report. Employers should also consult the official resources provided by the EEOC for accurate and up-to-date information regarding the EEO-1 Component 1 report and compliance requirements. 

For additional assistance with filing, the EEO-1 Component 1 online Filer Support Message Center will be accessible on April 30th to address any questions filers may have regarding the data collection. 

How HR Works Can Help 

HR Works assists employers with data preparation and filing of the EEO-1 report, saving employers the administrative burden of completing the report in-house. If you are interested in having HR Works file on your behalf, you can purchase our EEO-1 filing services. To learn more about these services and how to leverage our compliance expertise and support, please contact us at or call 1-877-219-9062.  

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.