MA EEO data report: 100+ employees, annual. Feb 1 deadline.
The Pay Transparency Act includes a separate workforce demographic data reporting requirement. Employers with 100 or more Massachusetts employees who are subject to federal EEO-1 filing must submit their EEO-1 data to the Secretary of the Commonwealth annually by February 1. Some employers (public sector under EEO-4) report biennially. The data is the same federal EEO-1 data — no new fields. The state aggregates the data for public reporting on wage gaps. 2-business-day cure window through October 29, 2026. Penalties follow the same Pay Transparency Act escalation: warning, $500, $1,000, $7,500-$25,000.
EEO Data Filing Workflow
Tracks 100-employee threshold based on MA-primary-place-of-work analysis. Generates EEO-1 mirror data for Secretary of Commonwealth. Tracks Feb 1 annual deadline plus 2-business-day cure window.
What those rules do as Feb 1 approaches.
The hero card configuration: Flag on threshold tracking, Critical on deadline approach.
Teambridge calculates the prior-year average MA-primary employee count. When the count crosses 100, EEO data reporting activates with the next Feb 1 deadline.
Starting in November, Teambridge surfaces the upcoming Feb 1 deadline as Critical. The federal EEO-1 data is mirrored to the state report; submission tracking confirms filing with the Secretary of Commonwealth.
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Federal EEO-1 mirror to state. 100+ MA employees. Feb 1.
The EEO data reporting requirement is procedurally simple — same data, different recipient — but the cure window expires before the pay-range cure window, so Feb 1 deadlines deserve close attention.
Coverage: 100+ MA employees + federal EEO-1 filer
Coverage applies to private employers with 100 or more employees in Massachusetts at any time during the prior calendar year, AND who are subject to federal EEO-1 reporting requirements (typically employers with 100+ employees federally). Public-sector employers subject to federal EEO-4 reporting submit on a biennial basis. The MA-employee count is calculated based on workers with primary place of work in Massachusetts.
Filing deadlines: annual (private) + biennial (public)
Private employers with 100+ MA employees must submit their most recent EEO-1 report to the Secretary of the Commonwealth by February 1 each year. The data is the same EEO-1 data submitted to the federal EEOC — no new fields, no separate methodology. The state aggregates submissions for public reporting on wage gaps and demographic patterns. Public sector employers under federal EEO-4 reporting submit biennially, following the federal EEO-4 cycle — different from the private-sector annual cycle.
Teambridge tracks the threshold and the Feb 1 deadline.
EEO data reporting is procedurally simple but the deadline discipline matters — patterns of late or missing reports compound quickly under the AGO escalating-fine structure.
MA-primary count.
Teambridge calculates prior-year average MA-primary employee count. Crossings (99 → 100 or 100 → 99) trigger reporting requirement transitions with effective dates.
Same data, state recipient.
When the federal EEO-1 is generated for EEOC submission, Teambridge mirrors the data to the state report format. The state submission timing aligns with the Feb 1 deadline.
November-January preparation.
Starting in November, the Feb 1 deadline surfaces as Critical. Pre-submission validation checks data completeness; post-submission confirmation logs the filing.
AGO Notice to Cure events.
Notice to Cure events trigger 2-business-day cure clocks (through Oct 29, 2026). After Oct 29, 2026, the cure window expires and fines issue immediately on findings.
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