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What is the EEO-1 Report?

The Employer Information Report (EEO-1 Report) is a federally mandated survey that must be completed by certain companies.  The report provides data on the race/ethnicity, gender, and job category of employees and is used by the Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) to support civil rights enforcement and analyze employment patterns, such as the representation of women and minorities in the workforce.  All employment data derived from the EEO-1 surveys is kept confidential, as required by federal law.


Who is Required to File the EEO-1 Report?

All companies that meet the following criteria are required to file the EEO-1 report annually:

  1. Subject to Title VII of the Civil Rights Act of 1964, as amended, with 100 or more employees; or
  2. Subject to Title VII of the Civil Rights Act of 1964, as amended, with fewer than 100 employees if the company is owned by or corporately affiliated with another company and the entire enterprise employs a total of 100 or more employees; or
  3. Federal government prime contractors or first-tier subcontractors subject to Executive Order 11246,as amended, with 50 or more employees and a prime contract or first-tier subcontract amounting to $50,000 or more.


When is the Filing Deadline?

The EEO-1 report must be submitted and certified by 9/30 annually.


Action Item

Employers should determine whether they are required to complete the EEO-1 Report.  The 2016 survey is currently open and can be accessed here.


Additional Information

For more information, please visit the EEOC FAQ page.


The information and materials on this blog are provided for informational purposes only and are not intended to constitute legal or tax advice. Information provided in this blog may not reflect the most current legal developments and may vary by jurisdiction. The content on this blog is for general informational purposes only and does not apply to any particular facts or circumstances. The use of this blog does not in any way establish an attorney-client relationship, nor should any such relationship be implied, and the contents do not constitute legal or tax advice. If you require legal or tax advice, please consult with a licensed attorney or tax professional in your jurisdiction. The contributing authors expressly disclaim all liability to any persons or entities with respect to any action or inaction based on the contents of this blog.

Bonnie Mangels – Bonnie is the Corporate Counsel and Senior Compliance Manager for Sequoia. When not inundated in paperwork and legal briefs, her interests include arts and crafts, bunnies, and the Bay Area.