The Equal Employment Opportunity Commission (EEOC) today announced that, starting in March 2018, it will collect summary employee pay data from certain employers.
The new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps, according to the EEOC. The summary pay data will be added to the annual Employer Information Report, or EEO-1 report, that is coordinated by the EEOC and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). OFCCP collects data from federal contractors and subcontractors.
“More than 50 years after pay discrimination became illegal, it remains a persistent problem for too many Americans,” said EEOC Chair Jenny R. Yang. “Collecting pay data is a significant step forward in addressing discriminatory pay practices. This information will assist employers in evaluating their pay practices to prevent pay discrimination and strengthen enforcement of our federal antidiscrimination laws.”
EEOC says it is committed to providing support for employers as they transition to reporting summary pay data on the new EEO-1 report. In response to public comments, the first deadline for the new 2017 EEO-1 report will be March 31, 2018, which gives employers 18 months to prepare. This revision does not impact the 2016 EEO-1 report, which is due on Sept. 30, 2016, and is unchanged.
Private employers, including federal contractors and subcontractors with 100 or more employees, will report summary pay data. Under no circumstances should employers report individual pay or salaries or any personally identifiable information.
Federal contractors and subcontractors with 50-99 employees will not report summary pay data, but they will continue to report employees by job category as well as by sex, ethnicity, and race as they do now. Employers with 99 or fewer employees and Federal contractors and subcontractors with 49 or fewer employees will not be required to complete the EEO-1 report as is current practice.