EEOC Extends Filing Deadline for EEO-1 Report

Certain employers have an annual obligation to submit EEO-1 Reports to the Equal Employment Opportunity Commission (EEOC). The EEOC recently extended the deadline for submitting the current report to August 23, 2021.

Private employers with 100 or more employees and federal contractors with 50 or more employees must submit an EEO-1 Report. The Report includes data for each employee, including their race, gender, and job group. Due to COVID-19, the EEOC did not require submission of the 2019 or 2020 data until this year. As a result, in March 2021, the EEOC announced it would be opening the filing window for the collection of both 2019 and 2020 data beginning April 26, 2021. Originally, the EEOC set the deadline for submission of the 2019 and 2020 data for July 19, 2021, but has extended the deadline to August 23, 2021.

Employers who are required to submit an EEO-1 Report should have received a letter from the EEOC notifying them of their filing obligations. If you believe your company may be required to file an EEO-1 Report but did not receive such a letter, contact the EEOC at Once an employer has created its user account, it may either upload the data or complete an online form to submit is 2019 and 2020 data. Additional information about submission of the EEO-1 Report can be found at

The St. Louis employment attorneys at McMahon Berger have been representing employers across the country in labor and employment matters for over sixty years and are available to discuss these issues and others. As always, the foregoing is for informational purposes only and does not constitute legal advice regarding any particular situation as every situation must be evaluated on its own facts. The choice of a lawyer is an important decision and should not be based solely on advertisements.

Learn more aboutStephen B. Maule
Stephen’s practice includes all aspects of labor and employment law. He assists employers with immigration petitions to the U.S. Citizenship and Immigration Service, including H-1B, TN and permanent residency. He has also represented employers in investigations conducted by the U.S. Immigration and Customs Enforcement.