EOR & Compliance Digest, July 27: EEOC Moves to Scrap EEO-1 Race and Sex Reporting
Four separate compliance clocks started ticking this week. In Washington, the EEOC voted to begin an EEO-1 reporting rescission. It could end annual race and sex demographic filing for good, but nothing changes yet, this is a proposal, not a rule. Meanwhile the UK locked in new Employment Rights Act rollout dates. Singapore’s retirement age increase became law, and Saudi Arabia’s Qiwa contract deadline is closing fast. If you run payroll across borders, treat this week as a planning trigger, not a reason to relax.
EEOC Proposes EEO-1 Reporting Rescission
What the NPRM Actually Changes
On July 21, the EEOC voted 2-1 to issue a Notice of Proposed Rulemaking. It would eliminate the EEO-1 through EEO-6 reports, along with the recordkeeping rules behind them. (Source: EEOC) These reports currently apply to more than two million employers covered by Title VII. That’s true even if nobody has ever filed a discrimination charge against them. Chair Andrea Lucas argued the reports collect race and sex data “disconnected from any allegation of a Title VII violation.” She says that conflicts with the law’s colorblind mandate. The agency estimates the current system costs employers close to $275 million a year. That figure is doing most of the work in this argument. Critics counter that aggregate data helps regulators spot systemic discrimination patterns individual charges miss. That debate is exactly what the public comment period exists to settle.
What HR and Compliance Teams Should Do Now
Nothing is final. The NPRM still needs Federal Register publication, a 30-day comment window, and a hearing on August 11. Because federal rulemaking requires the Commission to weigh every comment first, a realistic timeline runs into 2027. So keep filing EEO-1 reports on the normal schedule. Don’t pause data collection because a proposal exists. If you operate across multiple US states, note one thing. State-level pay data reporting in places like California and Illinois is untouched by this and follows its own deadlines. Flag August 7 internally if your company wants to submit testimony at the EEOC hearing.
UK Confirms New Employment Rights Act Rollout Dates
The UK’s Department for Business and Trade updated its rollout timetable for the Employment Rights Act 2025. The next 90 days matter more than the unfair dismissal reform still scheduled for January 2027. Electronic and workplace trade union balloting arrives by August 31. From October 1, the time limit for most Employment Tribunal claims doubles from three months to six. That means you’ll need to hold employment records longer. (Source: DavidsonMorris) The bigger date is October 30. A new statutory duty takes effect then, requiring “all reasonable steps,” not just reasonable ones, to prevent sexual harassment, including harassment by third parties like clients or customers. Missing this duty doesn’t create a standalone claim. But it can add a 25% uplift to compensation if a harassment claim succeeds. If you employ anyone in the UK, review your harassment policy now and train managers before autumn.
Singapore Raises Retirement Age to 64, Re-Employment to 69
Unlike the EEO-1 reporting rescission working through a slow US rulemaking process, Singapore’s changes are already law. From July 1, the statutory minimum retirement age rose from 63 to 64, and the re-employment age rose to 69. (Source: Ministry of Manpower) Employers must now offer eligible employees renewable annual contracts up to age 69. A one-off Employment Assistance Payment applies only as a last resort. Senior Employment Credit wage support was also extended, through December 2027. The Local Qualifying Salary sets the minimum local wage counted toward foreign worker quotas. It rose the same day, from S$1,600 to S$1,800. (Source: Human Resources Online) If you employ Singapore citizens or permanent residents nearing retirement age, update your HR system’s retirement flags before your next payroll run. If you sponsor Employment Pass or S Pass holders, recheck your local-to-foreign headcount ratio against the new S$1,800 floor.
Saudi Arabia’s Qiwa Contract Deadline Hits Every Indefinite Contract
Saudi Arabia’s Ministry of Human Resources and Social Development is closing out a three-phase rollout of its enhanced Qiwa employment contract. The final phase lands August 6. (Source: Morgan Lewis) By that date, every existing indefinite-term contract must migrate to the new format. The new format links the wages clause to an enforceable order through the Ministry of Justice’s Najiz portal. In practice, an employee can chase unpaid wages directly through Najiz instead of filing a Labour Court claim. That’s within 30 days for full non-payment, or 90 days for partial. If your Saudi hiring process still relies on old contract wording, fix it before August 6. Mismatches between the Qiwa contract and actual payroll amounts are now easier for employees to enforce, not harder. Review the underlying Saudi labour law requirements alongside the contract update. GOSI deduction rules haven’t changed even though the paperwork has.
Action Items This Week
If you’re a US employer: keep filing EEO-1 reports as normal. The EEO-1 reporting rescission is a proposal, not law. The comment period won’t open until the NPRM publishes in the Federal Register.
If you employ anyone in the UK: update your harassment prevention policy and train managers before October 30. Start planning to retain employment records for six months instead of three ahead of October 1.
If you have employees in Singapore: flag anyone approaching age 63 for retirement paperwork under the new 64-year floor. Recheck your foreign worker quota math against the S$1,800 Local Qualifying Salary.
If you operate in Saudi Arabia: audit every indefinite-term Qiwa contract against actual payroll figures before August 6.
If you post jobs in the United States: remember Maine’s pay-range posting law takes effect July 29 for employers with 10 or more staff. That’s a separate, already-settled deadline running alongside the EEO-1 debate.
Four countries, four different clocks. That’s a fairly normal week for anyone running distributed payroll right now. Asanify’s Global HRMS tracks country-specific deadlines like these automatically. You’re not left relying on a digest to catch an EEO-1 reporting rescission or a Qiwa contract deadline before it costs you.
Frequently Asked Questions
Is the EEO-1 reporting rescission already in effect?
No. The EEOC voted on July 21 to propose the change. It still needs Federal Register publication, a 30-day comment period, and a hearing on August 11 before any final rule can take effect. US employers should keep filing EEO-1 reports on the normal schedule until a final rule says otherwise.
What is the new UK sexual harassment duty for employers?
From October 30, 2026, UK employers must take all reasonable steps to prevent sexual harassment of employees. That includes harassment by third parties like customers or clients. It’s a statutory duty, not guidance, so employers should update policies and train managers well before the date.
Does Singapore’s retirement age change apply to foreign employees?
The minimum retirement age protection under Singapore’s Retirement and Re-employment Act applies to citizens and permanent residents who joined their employer before age 55. Foreign employees on work passes follow separate rules, not this retirement age floor.
What happens if a Saudi employer misses the August 6 Qiwa contract deadline?
Contracts that aren’t migrated to the enhanced Qiwa format risk losing enforceability protections. Employees can already use the Najiz portal to chase unpaid wages directly. Employers should treat August 6 as a hard compliance deadline, not a soft target.
Why does the EEO-1 reporting rescission matter if it isn’t law yet?
Proposals like this one shape how employers plan compliance budgets and HR headcount for the next year. Even before a final rule, companies with distributed US teams should watch the comment period closely. Don’t assume reporting obligations will disappear on schedule.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
