an-employer’s-guide-to-eeo-1-reporting-requirements-for-2021

An Employer’s Guide to EEO-1 Reporting Requirements for 2021

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On Demand | CEU Approved

  • 90 minutes

Every year, employers with 100 or more employees (and federal contractors with 50 or more employees) must file EEO-1 Component 1 data, which consists of demographic information, such as race, gender, and ethnicity information, of the employer’s workforce by job category.


In recognition of the crisis precipitated by the COVID-19 pandemic, the EEOC delayed the reporting requirements and deadlines for 2019 and 2020. The delay means that now, in 2021 you will need to make 2 submissions, instead of one: the first submission must contain 2019 EEO-1 data and the second one must contain 2020 EEO-1 data.


In recognition of COVID-19 pandemic’s continuing global impact, and of the significant task of simultaneously submitting two years’ EEO-1 data, the EEOC has extended the data collection period this year from 10 weeks to 12 weeks.


Session Highlights:


  • What exactly is EEO-1 reporting and what is the reporting period?
  • Who must file the EEO-1 Report?
  • How to file.
  • Race, ethnicity, and job categories.
  • Confidentiality requirements.
  • What must federal contractors include?
  • Collecting data from your workers while ensuring your methods are compliant.
  • Certifying results.
  • Recordkeeping requirements.
  • Collecting information when you have multiple locations
  • Avoiding penalties for non-compliance
  • How the EEO-1 report can spot potential pay discrimination
  • New requirements for 2021.
  • EEOC's and OFCCP's change in enforcement: What employers need to be aware of
  • Using your EEO-1 report to find potential pay discrimination
  • What about the status of the Pay Data Reporting Reporting
  • pay data — what’s new for 2021?
Why Should Attend: 


On March 29, 2021, the U.S. Equal Employment Opportunity Commission (“EEOC”) announced that data collection for 2019 and 2020 EEO-1 Component 1 filing will open on Monday, April 26, 2021, and you will have until Monday, August 23, 2021, to submit your EEO-1 data for 2019 and 2020. You should attend this webinar because you will learn about the most recent court decision and information available regarding annual government EEO-1 reporting. You will get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. You will be provided resources and best practices in migrating from current EEO-1 requirements to the new EEO-1 Form, including Component 1 and Component 2 of the Report and other pertinent information.


Who Should Attend?


  • All Employers
  • Business Owners
  • Company Leadership
  • Compliance professionals
  • Payroll Administrators
  • HR Professionals
  • Managers/Supervisors
  • Employers in all industries
  • Small Business Owners
  • Large Business Owners
  • Company Leadership



*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.

Janette  Frisch

Janette Frisch

Janette Levey Frisch has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. 

 Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits.

 Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.

 Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. 

Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. 

 Janette has served on the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence. Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others.  

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.


This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.

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