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EEOC Proposes Sweeping Rollback of Demographic Reporting Requirements

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The Equal Employment Opportunity Commission (EEOC) has voted to issue a <a href="https://www.federalregister.gov/documents/2026/07/23/2026-14937/removal-of-reporting-requirements" target="_blank" rel="noreferrer noopener">Notice of Proposed Rulemaking</a> (NPRM) proposing to eliminate long-standing demographic workforce reporting requirements applicable to employers and other regulated entities.

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If finalized, the proposal would rescind the EEO-1, EEO-2, EEO-3, EEO-4, EEO-5 and EEO-6 reporting regimes, as well as related recordkeeping requirements maintained solely to support those reports, while preserving broader federal equal employment opportunity record-retention obligations.

The NPRM was published in the Federal Register on July 23, 2026. Public comments are due Aug. 24, 2026, and a public hearing is scheduled for Aug. 11, 2026.

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The EEOC has proposed a significant rollback of federal demographic workforce reporting requirements. On July 21, 2026, EEOC Chair Andrea Lucas and Commissioner Brittany Panuccio voted to approve an NPRM that would rescind the reporting obligations in 29 C.F.R. Part 1602. Most notably, the proposal would eliminate the EEO-1 Report, which has required covered private employers and federal contractors to submit workforce demographic data for nearly six decades.

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The NPRM is only a proposal, and the existing requirements will remain in effect unless and until the EEOC adopts a final rule after the public comment period, which ends Aug. 24, 2026. A public hearing is scheduled for Aug. 11, 2026.

If finalized, however, the NPRM would mark a substantial shift in federal equal employment opportunity reporting obligations for employers and other regulated entities. The proposed reductions, and the EEOC’s stated rationale for them, are summarized below.

For employers, the most significant proposed change is the elimination of the EEO-1 Report. Currently, private employers with 100 or more employees and certain federal contractors must annually report workforce demographic information to the EEOC categorized by race, ethnicity, sex and job category. The proposed rule would eliminate that requirement entirely.

The NPRM would also eliminate comparable demographic reporting obligations applicable to:

Joint labor-management apprenticeship programs (EEO-2)

Public elementary and secondary school systems (EEO-5)

In addition, the proposal would eliminate recordkeeping requirements maintained solely for the purpose of complying with these EEO reports.

Although the proposal would eliminate the EEO-reporting regimes and the recordkeeping provisions tied specifically to those reports, the EEOC’s general record-preservation rules would remain in place. Covered private employers generally would still need to retain personnel and employment records for one year and preserve records relevant to a filed charge or covered enforcement action until final disposition.

The proposal also does not curtail the EEOC’s authority to seek information during an investigation through requests for information or subpoenas or its authority to investigate alleged recordkeeping violations. Employers therefore should continue to follow applicable retention requirements and preserve records needed to respond to charges, investigations, subpoenas and litigation.

The NPRM identifies several reasons for rescinding the demographic reporting requirements and related recordkeeping provisions.

First, the EEOC asserts that mandatory, predetermined race/ethnicity and sex categories may be in tension with Title VII’s protection of individuals. The NPRM relies in part on the Supreme Court’s 2025 decision in Ames v. Ohio Department of Youth Services, which rejected a heightened prima facie burden for “majority group” plaintiffs and reaffirmed that Title VII protects all individuals equally, regardless of whether they are members of a “majority” or “minority” group.

Second, the EEOC contends that mandatory race- and sex-based classifications required by the reporting regimes may raise constitutional concerns because they require employers to classify employees outside the context of any particular discrimination charge or investigation and are not sufficiently tailored to the EEOC’s enforcement needs.

Third, the EEOC questions whether broad aggregate demographic data meaningfully advances enforcement priorities and expresses concern that employers may rely on such data to take race- or sex-conscious employment actions either to avoid potential scrutiny or to address perceived inequitable outcomes.

Finally, the EEOC emphasizes the EEO reports’ costs, estimating that EEO-1 reporting alone imposes more than 5.2 million compliance hours and $273 million in annual employer costs. The NPRM estimates total annual savings of more than $278 million across regulated entities and the EEOC.

Although the NPRM signals a substantial shift in the EEOC’s approach to routine demographic reporting, it has no immediate effect. Covered employers should continue to meet existing EEO-1 and other applicable reporting obligations and should not change record-retention practices based on the proposal alone. Employers should also continue to maintain records needed to comply with their broader equal employment opportunity obligations and to respond to EEOC investigations, subpoenas and litigation.

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