Skip to main content

The US Equal Employment Opportunity Commission (EEOC) has extended the deadline for filing the EEO-1 Report for the 2017 reporting year to June 1, 2018. The previous deadline was March 31, 2018. The EEO-1 Report is a compliance survey, mandated by Title VII of the Civil Rights Act, that employers must use to report employment data to the federal government.


Private employers with over 100 employees, and federal contractors or first-tier subcontractors with at least 50 employees and contracts of $50,000 or more are required by law to file this report annually.

Covered employers must provide a count of their employees by job category, ethnicity, race, and gender to the EEOC and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Data used to complete the EEO-1 Report must be selected from a period within the fourth quarter (October, November, or December) of the 2017 survey year and must include all full-time and part-time employees who were employed during that time frame.

In general, employers required to file an EEO-1 should have  received a notification letter and filing instructions from the EEOC prompting them to begin their EEO-1 Report. If you have not received a letter but have over 100 employees or a federal contact as explained above, you are still required to file. First-time filers will need to register their organization with the EEOC before reporting.

Next steps for employers

If you are a covered employer and already filed your EEO-1 Report, no further action is required. This extension gives those employers who did not file, an opportunity to meet this compliance requirement.

For more information, see the EEO-1 requirements. Be sure you have filed your EEO-1 report for the 2017 reporting year by June 1, 2018.

This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this blog, please contact HR Knowledge at 508.339.1300 or email us.