The Equal Employment Opportunity Commission (EEOC) has just announced the long-awaited opening of the 2022 EEO-1 reporting period for employers. Here’s what you need to know: 

  1. Reporting Period Dates and Deadlines

The 2022 EEO-1 reporting period will officially open on October 31, 2023. You’ll have until December 5, 2023, to submit your report. This is a mandatory requirement for all employers with 100 or more U.S. employees and federal contractors with at least 50 U.S. employees. 

  1. What is EEO-1 Reporting?

EEO-1 reporting is an annual obligation where employers provide demographic data about their workforce to the EEOC. This data includes information about the size, location, race or ethnicity, and gender of your employees. For the 2022 report, you’ll need to base your data on a workforce payroll snapshot taken between October 1 and December 31, 2022. 

  1. Stay Informed with Updates

The EEOC released updated information regarding the 2022 EEO-1 data collection, including an Instruction Booklet and Data File Upload Specifications, on September 13, 2023. Additionally, the updated 2022 EEO-1 Component 1 Instruction Booklet for filers is also available. 

  1. No Significant Changes

Despite speculation that the EEO-2 pay reporting would return, there are no significant changes to this year’s filing. It’s important to note that EEO-1 reporting requirements may undergo further formatting changes within the next 1-2 years. The Office of Management and Budget (OMB) has indicated that the EEOC should work closely with them to ensure compliance with upcoming revisions to data collection standards. This could potentially include changes related to employee compensation and hours worked. 

  1. Inclusivity in Reporting

While it’s unclear whether the EEO-1 reporting interface will be modified to accommodate non-binary gender identification, employers are legally obligated to respect employees’ self-identification regarding gender. Employers in the past have been able to use the comment area to include information on non-binary employees. 

  1. Increased Importance of Accuracy

Employers are under growing pressure to make their EEO-1 reports public, especially in states like California and Illinois that align their reporting requirements with the EEO-1 format. To maintain compliance and ensure your reports are complete and accurate, it’s essential to stay informed and be proactive in the EEO-1 reporting process. 

As a senior living or disability care operator, your commitment to accurate and timely EEO-1 reporting not only ensures legal compliance but also reflects your dedication to diversity and inclusivity in the workplace. Procare HR provides HR solutions exclusively to the care industry and stays abreast of the latest information from the EEOC to meet your reporting obligations effectively. 

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