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EEOC Wants Your Pay Information

business hand clicking compliance button on touch screen

The U.S. Equal Employment Opportunity Commission (EEOC) announced that starting March 2018, it will collect summary employee pay data from certain employers.  Now you may not think this is anything to worry about since you’re not affected by the annual EEO-1 Survey report, and you have at least another year to worry about gathering all this data, but think again.  Word is that once the EEOC regulation has been established, anytime an employer is requested to provide employment reports and demographic EEO data to defend against an EEO charge of discrimination or FLSA lawsuit or any other government agency’s request for information, the new pay data will be an automatic requirement.

While some, such as those employers with more than 100 employee or federal contractors who meet the contract requirements, will be expected to provide this information, other employers need to pay attention and get their HRIS / Payroll systems geared to readily provide this information by EEO race, gender, and job level requirements. 

“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 data is a critical step in delivering on the promise of equal pay,” said U.S. Secretary of Labor Thomas E. Perez. “Better data will not only help enforcement agencies do their work, but it helps employers to evaluate their own pay practices to prevent pay discrimination in their workplaces.”

While the federal government is giving employers 18 months to prepare, employers must be ready to get out of the gate when the starting gun goes off.  The reports will provide summary pay data but will not reflect individual pay or salaries or any personally identifiable information.

EEOC will offer free webinars for interested employers throughout 2017 and provide technical assistance through the EEOC’s hotline and email.

The Equal Employment Opportunity Committee (EEOC) enforces federal laws prohibiting employment discrimination, including the Equal Pay Act of 1963 and the Civil Rights Act of 1964. Collectively, these laws prohibit pay discrimination based on sex, race, ethnicity, and other bases. For the new EEO-1 Report form and a Fact Sheet for Small Business, visit the EEOC’s website at