EEOC to Consider Ending Major Employment Data Reports

You might care about this because the Equal Employment Opportunity Commission, or EEOC, is holding a public meeting to discuss a big change. On July 21, 2026, the commission will consider a proposal to stop several EEO reports. These reports are forms like EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6. Companies must currently file these reports with the government. These reports collect important information about the race, gender, and job categories of employees. They help the EEOC monitor workplace diversity and equal opportunity. The meeting will also cover ending related rules about keeping records. If approved, this proposal would mean many employers would no longer need to submit this detailed workforce data. This could change how the government tracks progress in equal employment. The meeting is open to everyone. You can attend in person in Washington D.C. or listen online. The meeting will start at 10:00 a.m. Eastern Time. You need to register if you plan to attend in person. What makes this document particularly interesting is the potential impact of rescinding these EEO reports. These reports have been a key tool for decades. They provide the federal government with data on the makeup of the workforce in various industries. This data helps identify possible patterns of discrimination. Stopping these reports could mean the EEOC has less information to fulfill its mission. This change would affect how the government understands employment trends. It could also lessen the burden on businesses that spend time and resources filling out these forms each year. The discussion at this meeting will reveal the reasons behind this proposal. It will also show how the commission plans to continue its work without this data, if the proposal goes through. This decision could mark a new direction for federal oversight of equal employment. Many groups would be very interested in this legal document. Employers, especially those with many employees, will find this directly relevant. This is because they are currently required to file these EEO reports. Human resources professionals will also pay close attention. They are often responsible for preparing and submitting this data. Legal professionals who specialize in labor and employment law will want to know about this change. Civil rights organizations and advocacy groups may also find it important. These groups often use EEO data to track diversity and advocate for fair employment practices. Academics and researchers studying workforce trends could also be affected. The proposal to end these reports has wide-ranging implications for many parts of society.