The U.S. Equal Employment Opportunity Commission (EEOC) recently announced plans to advance a proposal to eliminate its annual EEO-1 data collection for large private employers. On May 14, 2026, the agency submitted a proposal to the White House to rescind regulations requiring EEO-1 submissions, as well as related reporting requirements for other entities, including public employers and unions.

Currently, private employers with 100 or more employees are required to provide workforce data, including job classifications and the number of employees in each classification by sex and race/ethnicity. Historically, this data has been used to oversee and enforce federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964.

The EEOC’s new plan follows the agency’s prior announcement that it will not investigate disparate impact claims. Disparate impact claims are claims against employers where a particular policy or program statistically, albeit unintentionally, discriminates against a protected group of employees.

At this time, the EEOC’s website has not posted a link to its portal for filing 2025 EEO-1 reports. These reports are typically due by mid-May each year. It remains unclear whether the EEOC will proceed with collecting the 2025 data.

Employers should note that some state anti-discrimination agencies impose similar reporting requirements, which are not affected by the federal agency changes. UBG will continue to monitor developments and provide updates as additional information becomes available.

For questions regarding current or future EEO-1 reporting obligations, please contact a member of UB Greensfelder’s Employment & Labor Practice Group.

The information provided in this alert speaks only to the information and guidance we have available as of the date of publication and is subject to change. This legal update was prepared by UB Greensfelder LLP and is not intended as a substitute for professional legal advice. Receipt, by itself, does not create an attorney-client relationship. For any questions, or for further information, please contact your UB Greensfelder attorney.