As the calendar turns over and employers start preparing for 2022, the annual EEO-1 reporting obligation may or may not be on the top of the “To-Do” list, and understandably so.  However, it should be.

The EEOC has provided recent updates about timing of the required filing and announced the discontinuation of the use of Type 6 reports for multi-establishment employers.

In an announcement posted on the EEO-1 reporting website, EEOC reiterated the “tentatively scheduled” opening of the 2021 EEO-1 Component 1 data collection portal to be April 12, 2022 with the deadline for filing to be May 17, 2022, just 6 weeks later.   No explanation was provided for the shortened reporting window.  However, the reporting deadline has been subject to limited extension in past years.

In addition to providing the update on the portal opening and reporting deadline, the most recent update announced EEOC’s discontinuation of the Type 6 Establishment Report for employers who have establishments with fewer than 50 employees.  Instead, employers will now be required to use the Type 8 report.  Citing the Agency’s continuing efforts of “modernization” and work to improve the quality of data, the EEOC says the change will

allow the EEOC to collect more accurate employee demographic data in support of the agency’s mission to prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace.

Type 6 reports allowed employers to report only the total number of employees at an establishment with fewer than 50 employees, in lieu of providing demographic data by EEO-1 category for each location.  By comparison, the Type 8 Report requires submission of demographic data for an employer’s small establishments.  See EEOC’s updated Fact Sheet for more information on the various types of EEO-1 Reports.

The discontinuation of the Type 6 is not wholly unexpected after the Agency curtailed the availability of the report during the 2019 and 2020 reporting periods to only those employers who had previously submitted Type 6 Reports.  The notice states

All filers who were permitted to submit a Type 6 Report for the 2019/2020 EEO-1 Component 1 data collections have been notified via email regarding the discontinuation of the Type 6 Report so these filers may prepare for the opening of the 2021 EEO-1 Component 1 filing using Type 8 Reports.

We will continue to monitor this situation and provide any new updates.

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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.