Sage HRMS is fully compliant with EEO-1 reporting requirements. You can create the data and efile your EEO-1 form directly for the HRMS product. 

Sage HRMS will monitor for any updates or changes to the requirements for our quarterly releases.

The purpose of collecting EEO-1 data is to support enforcement actions, facilitate research on employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability.

All private employers with 100 or more employees and federal contractors with 50 or more employees must file EEO-1 reports each year that summarize employee headcount by sex, race/ethnicity, and job category. This component of data collection, called Component 1, does not include pay data.

There are consequences for not complying with the reporting requirement. "Employers who fail to file an EEO-1 report may be subject to fines, back pay and corrective action. In some cases, the EEOC may also bring civil suits against employers," Spanos said.

Federal contractors may lose their contract if they don't submit their data.

Employers need to be aware that the timeline for submitting their demographic data to the U.S. Equal Employment Opportunity Commission (EEOC) is somewhat different this year. The agency recently confirmed that EEO-1 reporting for 2022 data is scheduled to begin in mid-July. In recent years, the starting points and deadlines for data collection have varied.

"The EEOC's shifting deadlines and belated fulfilment of its announced intentions regarding the scope of required EEO-1 reporting creates considerable confusion and uncertainty for employers," said Peter Spanos, an attorney with Taylor English Duma in Atlanta.