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New EEOC Pay Data Reporting Requirements: Start Preparing Now

The Equal Employment Opportunity Commission (EEOC) has announced the release of a revised EEO-1 Report to collect summary employee pay data from certain employers. Learn how these new reporting requirements could affect your business.
equal-pay requirements

The Equal Employment Opportunity Commission (EEOC) announced today the release of a revised EEO-1 Report to collect summary employee pay data from certain employers. This summary data will be added to the existing annual EEO-1 Report and applicable to private employers, federal contractors and subcontractors with 100 or more employees. 

The revised EEO-1 Report has two new elements: a) summary pay data where Employers report the total number of full and part-time employees they had during that year in each of 12 pay bands listed for each of the 10 EEO-1 job categories; and b) aggregate hours worked data where Employers tally and report the number of hours worked that year by all the employees accounted for in each pay band. To identify the pay band on the revised EEO-1 in which to count an employee, employers will rely on the pay reported for income tax purposes that year in Box 1 of the W-2 form. Hours worked for non-exempt employees will reflect actual hours worked and recorded by the employer (as required under the Fair Labor Standards Act).  For employees who are exempt from the FLSA, employers have a choice of either reporting 20 hours per week for each part-time employee and 40 hours per week for each full-time employee; or reporting the actual number of hours worked. The first deadline for the new 2017 EEO-1 Report will be March 31, 2018. Employers will count their employees during the "workforce snapshot period" which beginning with the EEO-1 report of 2017 data, will be October 1 to December 31, 2017. Each employer may choose any pay period during this three-month "workforce snapshot period" to count its full and part-time employees for the EEO-1 Report.

The EEOC has released the new form, a Fact Sheet for Small Business, and a question and answer document on their website.


Tammy Tyler

Tammy Tyler is an employment law compliance manager at Paychex, Inc., a leading provider of integrated solutions for payroll, HR, retirement, and insurance services.

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* This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.

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