On Aug. 11, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) held a public hearing on its proposed rescission of EEO-1 reporting requirements, at which the majority of the twenty-two witnesses urged the commission to retain or modernize the framework rather than eliminate it.
The proposal, published in a notice of proposed rulemaking (NPRM) on July 23, 2026, would rescind the EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6 reporting requirements, along with report-specific recordkeeping and record preservation requirements. The EEOC has argued that the reports are inconsistent with equal employment opportunity law, are not narrowly tailored, and may raise constitutional concerns because they could encourage unlawful race- or sex-based preferences, including quotas, in response to observed disparities.
For private employers, the principal change would be the elimination of the annual EEO-1 report, which currently applies to those with at least one hundred employees. The EEO-1 requires workforce demographic data by job category, race or ethnicity, and sex.
The proposal would also rescind related demographic surveys for unions, state and local governments, and public elementary and secondary school systems, as well as EEO-2 and EEO-6 reporting requirements that the EEOC has not required since 1981 and 1993, respectively.
HR Q&A: What Is the EEO-1 Component 1 Data Report?
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