Silberman Law PC

EEO & Pay Data Government Reporting

Practice Areas

EEO & Pay Data

Government Reporting

The U.S. government requires annual EEO-1 submissions and, for most government contractors, also VETS-4212 submissions. Colleges and universities must file IPEDS submissions, in place of EEO-1s. And, in a new and growing trend, individual states require submission of detailed pay data that allow those states to identify pay disparities and follow up with equal pay investigations. 

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Learn More About EEO-1, VETS-4212, IPEDS, and California & Illinois Pay Data Submissions


Silberman Law annually prepares and submits EEO and pay data reports to help our clients comply with these government reporting requirements. 


Our lawyers, statisticians, and data analysts help employers to – 

  • Analyze the Data for Accuracy & Completeness – When employers submit EEO and pay data to the government, they generally must certify the data reports are correct. However, data employers generate from their HRIS, payroll, and ATS systems often is less than perfect. We help employers audit their data to ensure it is accurate, complete and submission-ready. 

  • Conduct Pay Analyses to Determine What the Government Will Find, Before They Do – With growing state-specific pay reporting obligations, employers increasingly want to, and should, conduct strategic analyses of their pay data to identify pay disparities before they submit to the government. We help our clients conduct analyses and minimize risk of post-submission investigations. 

  • We Prepare Submission-Ready Data Reports, or We Submit on an Employer’s Behalf – For some clients, we get their EEO and pay data reports ready and they submit to the government, while for others we prepare, finalize, and submit the reports on our client’s behalf. 

  • Timely, Accurate EEO & Pay Data Government Reporting – We take the burden off our clients so they can focus on other, important human resources and compliance priorities.