Takeaways

• Workforce-related reporting obligations to federal and state governments extend beyond the Employer Information Report (EEO-1 Report) and include emerging state-specific workforce and pay data reporting requirements.
• Coverage thresholds, information disclosure requirements and deadlines vary by jurisdiction, making compliance more complex, particularly for multistate employers.
• Planning and cross-team coordination are critical for meeting overlapping federal and state data reporting obligations accurately and on time.

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Article

As employers plan for their compliance year ahead, workforce data reporting obligations continue to be a major concern. In some states, filing obligations have expanded beyond basic Employer Information Report EEO-1 reporting, as is required by the Equal Employment Opportunity Commission (EEOC) to include state-specific disclosure obligations. Early planning and careful coordination are critical to ensure thoughtful and practical compliance.

Following is a high-level overview of key federal and state workforce reporting requirements employers should keep on their radars for 2026.

Federal Reporting Requirements

EEO-1 Component 1 Report

• Who must file: Private employers with at least 100 employees, and federal contractors with at least 50 employees meeting contract coverage thresholds.
  
• Due date: The EEOC establishes a filing window and deadline for each annual reporting cycle, which may vary year to year. The EEOC has not yet...

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