EEOC Eyes Rollback of EEO Reporting Rules: Employers Should Stay the Course
Key Highlights The EEOC has submitted a proposed rule that could eliminate several federal EEO reporting requirements, including the EEO-1 Component 1 Report, but no changes are currently in effect. Employers should continue preparing for 2025 EEO-1 reporting obligations because the proposal is still under review and the EEOC must complete additional regulatory steps before any reporting requirements can be rescinded. Even if federal EEO reporting requirements change, employers may still have state and local workforce reporting obligations, including California’s annual pay and demographic reporting requirements for covered employers. On May 14, 2026, the U.S. Equal Employment Opportunity Commission submitted a proposed rule to the Office of Information and Regulatory Affairs (OIRA) titled “Rescission of EEO-1, EEO-2, EEO-3, EEO-4, EEO-5 and Reporting Requirement Under Title VII, the ADA, GINA and the PWFA.” The OIRA entry identifies the proposal as an economically significant propose...