UPDATE 1: As of June 21, 2026, the EEOC has voted to issue a Notice of Proposed Rulemaking (NPRM) to rescind the EEO 1–6 reporting requirements. While this doesn’t impact your current reporting and collection processes, this is a more official step forward to EEO reporting going away. Before anything is formalized, there will still be a comment and objection period and a hearing on August 11th. We will keep you updated as this progresses.
Whenever a new proposal or bill is introduced that can impact HR laws, questions come fast. What’s changing? How does it impact your company? When will the change take place?
A new proposal by the U.S. Equal Employment Opportunity Commission has left many employers and HR professionals asking these exact questions, and that’s exactly where a proactive partner like HRtoGO earns its keep. We’ll walk you through what the EEO reporting proposal says and the clearest next steps to stay compliant, so you can move forward with confidence instead of guesswork.
What Is EEO Reporting?
The EEO Report (also known as EEO-1) is a required data collection report for the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor. Employers with 100 or more employees and federal contractors with 50 or more employees[1] must submit an EEO-1 Report every year.
This report collects information about job categories, gender, race, and ethnicity, helping the EEOC ensure protected classes and civil rights are being enforced properly. While this report does not specify what your workforce should look like, it can be used to monitor for discriminatory hiring practices.
Understanding the Federal Proposal Impacting EEO Reporting
As of May 14, 2026, the EEOC brought a proposal[2] to the Office of Information and Regulatory Affairs (OIRA). While this proposal could eliminate several longstanding reporting requirements, many human resources professionals are concerned with the potential elimination of the EEO-1 Report.
Right now, this proposal is still in the review stage. It’s also important to keep in mind that this proposal only impacts the federal EEO reporting. Any local or state data collection requirements for equal employment opportunities would remain in place.
Is EEO Reporting Going Away?
That leads us to the big question: Is EEO reporting going away? The simple answer is no one can know for sure yet. Since this proposal is still under review, it’s possible that there will be changes before it’s accepted or that it could be rejected entirely. While this is a significant development in the human resources industry, there’s no drastic change or solid answer to what may come of this proposal.
Your Next Steps
As human resource experts ourselves, our advice to any organization that meets EEO-1 Report requirements is to proceed as if nothing has changed. For now, employers with 100 or more employees (or federal contractors with 50 or more employees) should continue preparing EEO-1 Reports and maintaining existing compliance practices, while the OIRA moves the proposal through review.
However, as things change, you should have a trusted source for updates on this proposal. Our team here at HRtoGO will continue monitoring developments and provide updates as more information becomes available.
HRtoGO Helps You Stay Ahead of What’s Next
HR law rarely holds still, and navigating it alone is where risk hides. HRtoGO acts as your proactive partner in these moments, tracking the changes before they become your problem. Our process ensures that you remain compliant with local, state, and federal laws without adding to your plate.
We’ll customize your support and solutions based on your industry, company size, and strategic goals. You don’t have to be the one watching for sudden legal changes; we handle that for you. Get in touch with HRtoGO today to see how our HR solutions can support your company and give you peace of mind.
