EEOC to Consider Dropping Employer Reporting Rules
Published Date: 7/17/2026
Notice
Summary
The Equal Employment Opportunity Commission is holding a public meeting on July 21, 2026, to discuss scrapping several EEO reporting and recordkeeping rules. This change could lighten the paperwork load for employers and save time and money. Anyone can listen in or attend in person by registering ahead, with special services like ASL and captions provided.
Analyzed Economic Effects
1 provisions identified: 1 benefits, 0 costs, 0 mixed.
EEOC May Rescind EEO Reports
The EEOC will meet on July 21, 2026 to consider a proposed rule to rescind EEO reports EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6 and related recordkeeping and record preservation requirements. If finalized, this change could reduce paperwork and save employers time and money.
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Key Dates
Department and Agencies
Related Federal Register Documents
2026-15340, Removal of Reporting Requirements; Public Hearing
The Equal Employment Opportunity Commission (EEOC) wants to stop requiring certain employers to file workforce data reports and keep related records. They’re holding a public hearing on August 11, 2026, to hear your thoughts before making this change official. This could save time and money for businesses by cutting down on paperwork.
2026-14937, Removal of Reporting Requirements
The EEOC wants to stop requiring employers to file several annual reports about their workforce because these reports don’t really help fight discrimination and create extra work. This change affects all employers who currently submit these reports and aims to save time and money. Comments are open until August 24, 2026, with a public hearing on August 11, so now’s the time to speak up!
2026-17641, Federal Sector Equal Employment Opportunity
The Equal Employment Opportunity Commission (EEOC) proposes revising Federal sector EEO complaint rules to streamline processing, improve effectiveness, and implement the Cummings Act. The rule would end mandatory pre complaint counseling and remove the option to request administrative judge proceedings before a final agency decision. Complainants could seek such proceedings only on appeal, and the EEOC would order them only when necessary or efficient. The rule would bar administrative class complaint adjudication while preserving putative class assertions for exhaustion. The rule also allows joint processing of related individual complaints and updates pleading standards, mixed case procedures, attorney fee provisions, and required reports.
2026-14303, FEP Agency Designation Procedures: Revising Location of FEP Agency Lists
The EEOC is moving the list of Fair Employment Practice (FEP) agencies from its official rules to an easy-to-find webpage, making updates faster and simpler. This change affects states and local agencies involved in employment discrimination cases and takes effect July 16, 2026. No extra costs or delays are expected—just quicker access to the latest info!
2026-13584, Sunshine Act Meetings
The Equal Employment Opportunity Commission (EEOC) canceled its July 1, 2026 meeting, where they planned to discuss their new 2026-2030 strategic plan and rescind some affirmative action guidelines. Instead, the Commissioners made decisions quietly by voting on paper, so no public meeting was needed. This change affects anyone following EEOC policies but doesn’t impact any costs or deadlines.
2026-13637, Rescission of Guidelines on Affirmative Action Appropriate Under Title VII of the Civil Rights Act of 1964, as Amended
The EEOC is officially scrapping old rules about affirmative action that only helped women and minorities, saying these rules are outdated and don’t match current laws or court decisions. This change affects employers and workers under Title VII and takes effect on July 6, 2026, with no new costs involved. Basically, the government is clearing the slate to keep things fair and up-to-date!
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