The Equal Employment Opportunity Commission ("EEOC" or "Commission") is issuing a proposed rule to rescind and remove the requirements for the filing of the EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, and EEO-6 reports, and the recordkeeping and record preservation requirements related to these reports, under 29 CFR part 1602 because it has preliminarily determined that the reports are inconsistent with equal employment opportunity law and potentially unconstitutional. It further finds the data collected is not narrowly tailored, is unnecessary to enforce anti-discrimination laws, and at a minimum, that any marginal benefits are outweighed by the substantial burdens imposed on both employers, who must submit these reports annually regardless of any specific allegation or indication of a potential violation of the statutes the EEOC enforces, as well as the Commission. As part of this proposed rule, the Commission also reminds stakeholders that, in a notice of proposed rulemaking issued on November 21, 2024, the Commission proposed incorporating into part 1602 references to the Pregnant Workers Fairness Act. In the interest of efficiency, the Commission currently intends to include these previously proposed part 1602 revisions in the final rule issued at the conclusion of this rulemaking.
Comments close Aug 24, 2026
The Equal Employment Opportunity Commission has scheduled a public hearing to gather information and hear public comment on its proposed rulemaking--Rescission of EEO Reports (EEO-1, EEO-2, EEO-3, EEO-4, EEO-5, EEO-6) and related recordkeeping and record preservation requirements.
The Equal Employment Opportunity Commission (EEOC or Commission) is revising its procedural regulations regarding fair employment practice agencies (FEP agencies or FEPAs). The lists of FEPAs in the regulations will be removed, and the agency will instead publish the lists of current FEPAs on its public website.
The Equal Employment Opportunity Commission ("EEOC" or "Commission") is rescinding its regulations regarding Affirmative Action Appropriate Under Title VII of the Civil Rights Act of 1964 ("Guidelines"), and removing it from the Code of Federal Regulations. The Commission is rescinding the Guidelines and removing them from the Code of Federal Regulations because the Guidelines are inconsistent with the statutory language and were not supported by Supreme Court precedent when issued; they are obsolete; they only apply to affirmative action to benefit women or minorities; and they do not take into account multiple relevant Supreme Court cases and numerous developments in the lower courts, over the past four decades since their issuance in 1979.
In accordance with the Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015, this final rule adjusts for inflation the civil monetary penalty for violation of the notice- posting requirements in Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Genetic Information Non- Discrimination Act, and the Pregnant Workers Fairness Act.
The Equal Employment Opportunity Commission ("EEOC" or "Commission") is issuing a final rule amending its regulations regarding recordkeeping and reporting requirements to delegate authority for making determinations on hardship exemption applications, to set forth the procedure for applying for exemptions, and to provide a non-exhaustive list of criteria for considering exemption applications.
