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EEOC Announces EEO-1 Reporting Changes

After multiple extensions to EEOC’s filing season last year, the agency is rolling out more changes for 2022. The 2021 EEO-1 Component 1 reports initially due on March 31, 2022, are being delayed. As EEOC’s filing platform vendor continues to adjust the system and process changes from employers’ 2019 and 2020 Component 1 reports, the system’s tentative opening has been delayed to Tuesday, April 12, 2022. The condensed filing period is then scheduled to end – again tentatively – on Tuesday, May 17, 2022.

Employers with one or more employees working or residing in California still face a California Pay Data Report deadline on March 31, 2022. Since the California report utilizes data from an employer’s EEO-1 report, the EEO-1 filing extension offers little reprieve for California employers.

EEOC also notified filers last week that Type 6 reports are being eliminated. Employers with establishments having fewer than 50 employees historically could report those establishments in either Type 6 or Type 8 reports. Type 6 reports collected address and headcount at those small establishments, while Type 8 reports mirrored the Type 4 grid by collecting data by race/ethnicity, gender, and job category. Employers will no longer have an option and will be required to submit the smaller establishments in the Type 8 format during the upcoming filing season. 

Clients receiving HR Works’ EEO-1 filing service will be automatically transitioned from Type 6 to Type 8 reports. Clients with questions should reach out to their project manager via email or at (585) 381-8340. Anyone wishing to learn more about HR Works’ EEO-1, VETS-4212, or CA Pay Data Reporting services and how to leverage our compliance expertise and support, please contact us at or call 1-877-219-9062.

Employers who meet the following criteria are required to file EEO-1 Component 1 reports on an annual basis:

  • Private employers (who are subject to Title VII of the Civil Rights Act, as amended) with 100 or more employees.
  • Federal government prime contractors or first-tier subcontractors subject to Executive Order 11246, as amended who are not exempt as provided for by 41 CFR 60-1.5, with both 50 or more employees and a prime contractor or first-tier subcontract amounting to $50,000 or more.
  • Companies that serve as a depository of Government funds in any amount or as a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Savings Notes and have 50 or more employees.

Additional information and the filing portal can be accessed at

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.