EEOC Opens 2024 EEO-1 Reporting Portal; Submission Deadline Set for June 24, 2025

The U.S. Equal Employment Opportunity Commission (EEOC) officially opened the 2024 EEO-1 Component 1 data collection portal on May 20, 2025. Employers required to file must submit their reports no later than June 24, 2025. This annual requirement plays a critical role in promoting equal employment opportunity and ensuring compliance with federal anti-discrimination laws.

Understanding the EEO-1 Report

The EEO-1 Report is a federally mandated survey that collects workforce demographic data, including race, ethnicity, sex, and job category. The report is used by the EEOC and other federal agencies to analyze employment patterns, support civil rights enforcement, and inform public policy.

Although EEO-1 Reports are traditionally due by March 31 each year, the EEOC has extended the deadline for the 2024 reporting cycle to June 24, 2025. Employers must ensure timely and accurate reporting to remain in compliance with federal regulations under Title VII of the Civil Rights Act of 1964.

Who Must File?

The following entities are required to submit EEO-1 reports:

• Private employers with 100 or more employees, excluding certain institutions such as schools and religious organizations;

• Private employers with 15 to 99 employees, if part of a corporate enterprise that collectively employs 100 or more;

• Federal contractors with 50 or more employees, who are either prime contractors or first-tier subcontractors and maintain contracts, subcontracts, or purchase orders of $50,000 or more.

Despite prior executive actions, including the revocation of Executive Order 11246 under the Trump administration, current EEO-1 instructions continue to reference EO 11246. Accordingly, federal contractors meeting the above criteria are still required to submit 2024 EEO-1 data.

Policy Update: Nonbinary Gender Reporting

A notable change in the 2024 reporting cycle is the removal of the nonbinary gender option. While previous guidelines permitted the voluntary inclusion of nonbinary employees, the EEOC now mandates that employers categorize each employee's sex strictly as male or female. This change may require employers to revise internal data collection methods and employee self-identification protocols.

Employer Responsibilities & Resources

Employers should take the following steps to ensure compliance:

1. Access the EEOC’s online portal and begin the submission process immediately.

2. Refer to official guidance, including:

3. Utilize the EEOC’s filer help desk, available as of May 20, 2025, for technical support or reporting assistance.

While the EEOC issues electronic notifications to employers already identified as covered entities, each employer is ultimately responsible for knowing whether it must file and ensuring submission by the deadline.

Need Help Navigating EEO-1 Reporting?

Administering EEO-1 reporting accurately and on time can be complex, especially with regulatory updates and strict compliance standards. Thrive PEO offers expert guidance and reporting tools to help employers manage their EEO-1 obligations efficiently and confidently.

Contact Thrive PEO today to ensure your organization is prepared and compliant with federal reporting requirements at: (918) 794-2200.

Thrive PEO is a full-service Professional Employer Organization (PEO); and provides a customized suite of human resource solutions designed to help SMBs: lower employee benefit costs, increase productivity and profitability, and reduce employer liabilities and business risks. Services cover the entire employee lifecycle, and include: payroll and tax administration, employee benefits and related administration, HR and compliance, workers’ compensation insurance, retirement plans and more – all delivered via market-leading HRIS technology.