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EEO-1 Form

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EEO-1 EMPLOYER INFORMATION REPORT

Employer / Reporting Unit Identification

Reporting Unit / Establishment Status

Indicate the type of reporting unit for this submission by selecting the appropriate box(es) below. Check all that apply.

Single establishment reporting

Multiple establishments reported together as one employer

Component or subsidiary of a larger employer

Reporting Period Start:

Reporting Period End:

Workforce Data by Job Category, Race/Ethnicity and Sex

For each job category below, record the number of employees by Hispanic or Latino status and by race for Not Hispanic or Latino, disaggregated by sex. Enter numeric counts only.

Job Category: Officials and Managers

Hispanic or Latino — Male: Female:

Not Hispanic or Latino — White Male: White Female:

Black or African American — Male: Female:

Asian — Male: Female:

American Indian or Alaska Native — Male: Female:

Native Hawaiian or Other Pacific Islander — Male: Female:

Two or More Races — Male: Female:

Job Category: Professionals

Hispanic or Latino — Male: Female:

Not Hispanic or Latino — White Male: White Female:

Black or African American — Male: Female:

Asian — Male: Female:

American Indian or Alaska Native — Male: Female:

Native Hawaiian or Other Pacific Islander — Male: Female:

Two or More Races — Male: Female:

Job Category: Technicians

Hispanic or Latino — Male: Female:

Not Hispanic or Latino — White Male: White Female:

Black or African American — Male: Female:

Asian — Male: Female:

American Indian or Alaska Native — Male: Female:

Native Hawaiian or Other Pacific Islander — Male: Female:

Two or More Races — Male: Female:

Job Category: Sales Workers

Hispanic or Latino — Male: Female:

Not Hispanic or Latino — White Male: White Female:

Black or African American — Male: Female:

Asian — Male: Female:

American Indian or Alaska Native — Male: Female:

Native Hawaiian or Other Pacific Islander — Male: Female:

Two or More Races — Male: Female:

Administrative Support, Craft Workers, Operatives, Laborers & Helpers, Service Workers and Totals should be completed in the same format above. Provide accurate counts for each demographic grouping and sex for every job category.

Workforce Totals and Verification

Preparer, Employment History, Education & References (Supplemental)

Dates Employed: From To

Dates Employed: From To

Education (Company Representative / Preparer)

Graduation Date:

Professional References

Provide three professional references who can verify employment practices if requested.

Legal Disclosures and Statements

Equal Opportunity Statement: The employer represented on this form is committed to equal employment opportunity and does not discriminate in employment on the basis of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected characteristic where applicable.

At-Will Employment Statement: Nothing in this report changes the at-will nature of employment where such status exists. This report is a demographic and workforce data submission and does not constitute an employment contract.

Authorization to Contact: By signing below the certifying official authorizes representatives to contact preparers and references listed and affirms that the employer authorizes inquiries necessary to verify the information provided in this report.

Certification of Accuracy

I certify that I am authorized to submit this Employer Information Report on behalf of the employer identified herein; that the information in this report is true, accurate, and complete to the best of my knowledge; and that I understand that providing false information may subject the employer to administrative enforcement and penalties as provided by law.

Official Printed Name:

Title:

Signature:

Date:

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What the EEO-1 Form Is and who files it

The EEO-1 Form, formally the Employer Information Report EEO-1, is a federal data collection that requires eligible employers to report workforce demographic information by job category and race/ethnicity. The Equal Employment Opportunity Commission (EEOC) uses EEO-1 data to monitor compliance with federal civil-rights laws and to inform enforcement and research. Private employers with 100 or more employees, and certain federal contractors and subcontractors with 50 or more employees, must file the EEO-1 annually when the EEOC opens the collection window. The report does not assess pay but focuses on employment composition by demographic groups.

Why the EEO-1 Form matters for employers

Filing an accurate EEO-1 helps demonstrate compliance with federal equal employment laws, reduces exposure to audits, and provides a record used by federal agencies for enforcement and statistical analysis.

Why the EEO-1 Form matters for employers

Who typically prepares and signs the EEO-1 Form

The EEO-1 is usually prepared by HR, compliance, payroll, or a third-party payroll vendor that can assemble workforce demographic and job-category data for the reporting period.

  • Human Resources teams with access to personnel records and headcount by job category and demographic grouping.
  • Payroll or HRIS administrators who can export employee records and reconcile job codes, hours, and hire dates.
  • External consultants or payroll vendors engaged to compile and validate data for employers with complex multi-state operations.

Final sign-off is typically by an authorized company official with legal authority to attest to the report’s accuracy before submission to the EEOC.

Core sections and structure of the EEO-1 Form

The EEO-1 Form is structured to collect employer identification, establishment data, employment counts by job category, and demographic breakdowns. Understanding each component helps you gather source records and avoid common classification errors.

Employer ID

Company name, EIN, and business address used to match the report to employer files and federal records; accuracy is required for processing.

Establishment Info

Reporting units or establishments identified by EIN/branch; multi-establishment employers may report at the establishment or consolidated level as allowed by instructions.

Job Categories

Standardized EEOC job categories (e.g., Officials and Managers, Professionals) into which each employee is classified; consistent mapping prevents miscounts.

Demographic Breakdowns

Counts of employees by race/ethnicity and sex for each job category; follow EEOC definitions precisely to ensure comparable national data.

Part-time and Full-time

Totals reflect the employee’s status during the reference period; use payroll and HR records to determine part-time designations consistently.

Certification

Signed attestation by an authorized official that data are true and complete; the certification is a legal attestation for EEOC purposes.

Required employer and employee fields at a glance

EIN: Employer identification number
Establishment Name: Legal business or branch name
Job Category: Standard EEOC job category code
Race/Ethnicity: EEOC-defined categories
Sex: Male or female as recorded
Employee Count: Headcount by category

Step-by-step: compiling and filing an EEO-1 report

Follow an ordered sequence to reduce errors: gather source records, map employees to job categories, reconcile counts, review for accuracy, and submit with an authorized attestation.

  • 01
    Gather records: Export HRIS and payroll headcount data for the reporting period.
  • 02
    Map job codes: Assign each employee to the EEOC job category consistent with instructions.
  • 03
    Reconcile totals: Compare payroll, benefits, and HR records to resolve discrepancies.
  • 04
    Certify and submit: Authorized official signs the attestation and the employer files with the EEOC.

Where to file the EEO-1 and how submissions are handled

EEO-1 reports are submitted electronically through the EEOC’s designated filing portal during the open collection window; the agency validates primary fields and issues acknowledgments.

  • Prepare submission: Assemble and validate file per EEOC format and instructions.
  • Upload file: Submit through the EEOC’s online portal using required file layout.
  • Receive acknowledgment: EEOC issues a confirmation or error report after validation.
  • Respond to issues: Correct and resubmit any rejected records per EEOC guidance.

Configuring a digital workflow to prepare EEO-1 data

A repeatable workflow reduces manual errors: export, map, validate, certify, and archive. Use automated checks where possible.

Field Configuration
Data export Schedule regular HRIS and payroll exports in CSV format
Category mapping Maintain a documented mapping from internal codes to EEOC job categories
Validation checks Automate headcount totals and null-value checks before submission
Certification Route final report to authorized signatory for attestation

Digital submission and signing considerations

Ensure any eSubmission platform supports secure upload, an audit trail, and a verifiable attestation by an authorized official.

  • File formats: CSV or other EEOC-specified layouts
  • Authentication: Strong signer ID for attestation
  • Audit trail: Immutable logs and timestamps

Confirm the chosen platform meets your organization’s security and recordkeeping policies and preserves an unalterable certificate of completion for the attestation.

Timing and cadence for EEO-1 reporting

EEO-1 reporting is an annual obligation with a filing window set by the EEOC. Start early to allow time for validation and corrections.

Eligibility trigger:

Employers with 100+ employees must prepare an EEO-1 report

Federal contractors:

Certain federal contractors with 50+ employees may have reporting obligations

Annual window:

EEOC opens a filing window each year; employers should verify current year dates

Validation period:

Allow time for EEOC validation and potential corrections

Recordkeeping:

Maintain supporting records for the retention period after filing

Common errors employers make when preparing EEO-1 reports

  • Misclassifying employees into incorrect EEOC job categories because internal job titles do not match federal categories.
  • Inconsistent demographic coding across systems leading to mismatched totals between HR and payroll exports.
  • Failing to reconcile part-time and full-time counts with payroll records before submission.
  • Late starts and insufficient time to correct validation errors issued by the EEOC after upload.

Consequences of inaccurate or missing EEO-1 filings

Enforcement risk: Investigations or compliance reviews by the EEOC
Contract risk: Federal contractor enforcement or possible contract impact
Reputational harm: Public or regulatory scrutiny
Administrative burden: Time and cost to correct and resubmit
Data mismatch: Follow-up requests for supporting records
Audit exposure: Increased likelihood of broader compliance audits

Common eSignature vendors for filing and attesting EEO-1 reports

When choosing an eSignature provider for EEO-1 attestation, consider price, bulk-send capability, audit trails, and HIPAA or federal compliance support.

signNow DocuSign Adobe Sign PandaDoc HelloSign
Starting Price $8/user/mo $15/user/mo $14/user/mo $19/user/mo $15/user/mo
Free Trial Yes, 7-day trial No No Yes, limited Yes, limited
Bulk Send Yes Yes Yes Yes No
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No

Frequently asked questions about the EEO-1 Form

Answers to common questions about eligibility, data sources, digital submission, and recordkeeping for the EEO-1 Form.


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