The EEO-1 report may be going away — but not yet

The EEOC has proposed eliminating the demographic report that’s been a fixture since 1966. It’s a proposal, not a done deal — keep filing until it is.

MeasureEEOC

EffectiveProposed in 2026 — not final

Applies toEmployers with 100+ employees; federal contractors

Read3 min

At a glance

The EEOC proposed rescinding the EEO-1 through EEO-5 reports.
Would affect employers with 100+ employees, unions, and certain public bodies.
It is a proposal; existing filing obligations remain until any rule is finalized.
California’s separate state pay-data reporting is unaffected by this federal proposal.

The EEO-1 — the annual workforce demographic report larger employers file with the federal government — has been a compliance staple since 1966. In 2026 the EEOC proposed eliminating it, along with the related EEO-3 through EEO-5 reports.

That would be a real reduction in federal reporting for covered employers. The key word, though, is proposed. Until a rule is actually finalized, the obligation to file stands, and acting as if it’s already gone is how employers miss deadlines.

“Proposed” is not “gone.” The safest move on a rule that might disappear is to keep following it until it does.

What changed

So far, only the proposal. The EEOC signaled intent to rescind the reports and moved toward publication, but as of mid-2026 nothing was finalized. Treat this as a development to watch, not a change to implement.

Who’s affected

Employers with 100 or more employees and certain federal contractors — the group that files EEO-1 today. If that’s you, keep your process running as usual.

What to do now

Keep filing on the normal schedule until a final rule says otherwise. Separately, remember that California’s state pay-data reporting is its own requirement and is not touched by this federal proposal — don’t let one lapse because the other might change.

How The HR Meeting helps

We track federal and California reporting side by side so you meet the obligations that are actually in force — and adjust quickly if this proposal becomes final.

Sources & official text

This article is general information for California employers, not legal advice. Rules change and application depends on your facts — confirm against the official text or ask us before acting.