Pay Data Reporting & EEO-1 Filing Done For You
Stop stressing over compliance deadlines. We handle your California pay data report, federal EEO-1, and Illinois EPRC submissions—so you can avoid penalties up to $200 per employee.
California pay data is moving to SOC job categories
Under SB 464, employers must classify employees using the 23 job categories of the Standard Occupational Classification (SOC) system in place of the 10 EEO-1 job categories used today. The requirement takes effect January 1, 2027, so the first reports filed under SOC cover the 2026 reporting year and are due the second Wednesday of May 2027 — May 12, 2027.
Management alone splits into separate classifications, and roles grouped together today are pulled apart.
There is no clean one-to-one conversion between the two systems. Job titles need genuine review, not a find-and-replace.
Covering 2026 data. Mapping work is far easier done during the year than in the weeks before the portal closes.
To be clear about scope: this change applies to California pay data reporting. It does not apply to the federal EEO-1, which the EEOC has separately proposed to rescind. We track both so your filings follow whichever rules are actually in force.
Filing Services We Offer
Expert preparation and submission for federal and state pay data compliance requirements.
California Pay Data Report
Complete SB 1162 compliance filing with the California Civil Rights Department (CRD). We handle all calculations, formatting, and portal submission.
What's Included
- Payroll Employee Report preparation with all required demographic data
- Labor Contractor Employee Report (if applicable)
- Mean & median hourly rate calculations by job category
- Pay band categorization across 12 BLS pay bands
- Remote worker breakdown (onsite, CA remote, out-of-state)
- CRD portal submission and confirmation
Avoid $100-$200 Per Employee Penalties
California's CRD actively enforces pay data reporting. First-time violations cost $100/employee; repeat violations cost $200/employee.
Get a Free Assessment →Federal EEO-1 Report
Annual workforce demographics report required by the EEOC for employers with 100+ employees or federal contractors with 50+ employees.
Status (verified August 2026): EEO-1 Component 1 remains legally required, but the EEOC has formally proposed rescinding it (Federal Register, July 23, 2026). Until a final rule issues, filing obligations stand — and we track the docket so you don't have to.
What's Included
- Component 1 data compilation from your HRIS/payroll system
- Job category classification across 10 EEO-1 categories
- Race/ethnicity/sex categorization per EEOC requirements
- Multi-establishment reporting (Type 2, 3, 4 reports)
- EEOC portal submission and filing confirmation
- Compliance documentation for your records
Federal Compliance Made Simple
The EEOC can seek court orders to compel compliance. We ensure your report is accurate and submitted on time.
Get a Free Assessment →Illinois Equal Pay Registration Certificate
Required for Illinois employers with 100+ employees. The EPRC must be obtained and renewed every two years to do business in Illinois.
What's Included
- Pay data template preparation with individual employee records
- Equal Pay Compliance Statement drafting
- Individual employee data formatting per current IDOL requirements
- New fields: hourly/salary status, base rate, CBA coverage
- IDOL portal submission
- $150 filing fee coordination
Up to $10,000 Per Violation
Illinois IDOL issued 60+ notices of violation in FY 2025. Penalties include fines and certificate suspension.
Get a Free Assessment →Massachusetts Workforce Data Report
Annual submission to the Massachusetts Executive Office of Labor for employers with 100+ employees subject to federal EEO-1 requirements.
What's Included
- EEO-1 report formatting for Massachusetts requirements
- Massachusetts establishment data focus
- State portal submission and confirmation
- Future pay data requirement preparation, should state or federal pay-data requirements expand
Stay Ahead of Expanding Requirements
Massachusetts is currently the simplest state filing, but requirements may expand. We'll keep you compliant as regulations evolve.
Get a Free Assessment →Why Choose EquityGuard
We don't just give you software—we do the work for you.
Specialized Expertise
Pay data compliance is our focus. We know every nuance of SB 1162, EPRC, and EEO-1 requirements.
Done-For-You Filing
We prepare your entire submission, verify accuracy, and file on your behalf. No DIY software headaches.
Accurate Calculations
Mean/median hourly rates, pay band assignments, and demographic breakdowns—we handle the complex math.
Avoid Costly Penalties
California penalties reach $100-$200 per employee. Illinois fines up to $10,000 per violation. Our service pays for itself.
Multi-State Coverage
One partner for California, Illinois, Massachusetts, and federal EEO-1. We track changing requirements across all jurisdictions.
Deadline Management
Never miss a filing deadline. We monitor due dates, send reminders, and ensure on-time submissions every year.
Frequently Asked Questions
Quick answers to common pay data filing questions.
What is the California pay data report deadline?
The California pay data report is due annually on the second Wednesday of May. The next deadline is May 12, 2027, covering reporting year 2026. Employers must submit data covering a snapshot period between October 1 and December 31.
Is the federal EEO-1 report still required?
Yes — for now. EEO-1 Component 1 (workforce demographics) remains legally required, though the EEOC formally proposed rescinding it in July 2026; nothing changes until a final rule issues. The separate pay-data collection (Component 2) has not been collected since 2019. State obligations — California, Illinois, Massachusetts — are unaffected by any federal change, which is exactly why multi-state employers still need a filing partner. (Status verified August 2026.)
Who needs to file a California pay data report?
Private employers with 100 or more employees nationwide, with at least one employee working in or reporting to California, must file. Employers with 100+ labor contractor workers must also file a separate report.
What are the penalties for not filing?
California: $100 per employee (first violation), $200 per employee (subsequent). Illinois: Up to $10,000 per violation plus certificate suspension. Federal EEO-1: Court orders and possible contempt charges.
What's the difference between EEO-1 and California pay data reporting?
The federal EEO-1 reports workforce demographics but does NOT require pay data. California's SB 1162 requires detailed pay information including mean/median hourly rates, pay bands, and hours worked. They're separate filings to different agencies—you may need to file both.
How much do your filing services cost?
Our fees depend on your company size and number of establishments. We offer competitive pricing that's significantly less than the potential penalty cost. Contact us for a custom quote.
Ready to Simplify Your Pay Data Compliance?
Schedule a free consultation to discuss your filing needs and get a custom quote. Or email us: filing-services@equityguard.io