Expanded IPEDS Reporting May

Create Significant Risk for

Colleges & Universities

First, the good news – if you are not employed at a college or university, you need not read further. For those in higher education, please read on. 


The National Center for Education Statistics (NCES) has proposed major changes to Integrated Postsecondary Education Data System (IPEDS) annual reporting. The proposal seeks to significantly expand reporting obligations to include more detailed, disaggregated data on applicants for admission, admitted students, and enrollees through a new reporting tool, the Admissions and Consumer Transparency Supplement (ACTS). 


NCES and the U.S. Department of Education (DOE) will use the expanded data to scrutinize whether colleges and universities are unlawfully favoring certain races and genders in admission decisions. 


Highlights of the Proposal: 


  • Objective: To identify unlawful practices that run afoul of Title VI of the Civil Rights Act and recent Supreme Court case law 
  • Reporting Institutions: All four-year institutions that use selective student admissions
  • Scope of reports: Undergraduate, and graduate, student data for 2025/2026 academic year as well as five prior academic years 
  • Data Components: Race, sex, admission status, admission type (i.e., early action, early decision, regular), standardized test scores, GPA, family income, Pell Grant eligibility, parental education, institutional aid, merit-based aid, other types of aid, graduation rates, and field of study 


This proposal stems from President Trump’s and DOE Secretary McMahon’s recent calls for increased transparency by colleges and universities regarding student admission decisions to determine compliance with the Supreme Court’s ruling in Students for Fair Admissions v. President and Fellow of Harvard College in which the Court held that race-conscious admission practices violate the Constitution. 


If finalized, institutions will face greatly expanded data collection, retention, and reporting obligations, and substantially greater compliance risks. 


What Should Colleges & Universities Do Now? 

  • Carefully review the proposed requirements 
  • Confirm access to current and historical data 
  • Assemble a taskforce of stakeholders such as institutional research, admissions, financial aid, and legal 
  • Consider conducting proactive, privileged statistical analyses on the data to assess risk and prepare for possible investigations 


The proposal seeks comments, with the cutoff date for submission being October 14, 2025. 


If you have any questions or want to discuss, simply reply to this email or contact the Silberman Law legal professional with whom you work.


February 12, 2026
Based on Federal 9th Circuit Court Decision, OFCCP to Disclose Five Years of Government Contractors' EEO-1 Reports OFCCP Announced It Will Release the Reports to The Center for Investigative Reporting on February 25, 2026
Reports Are Due May 13, 2026
February 5, 2026
The California Pay Data Reporting Portal is now open and employers have until Wednesday May13th, 2026 to submit their Payroll Employee and Labor Contractor Reports to the CRD.
Blue title slide:
January 22, 2026
Annual California Pay Data Reporting is upon us again. This year’s deadline, for both Payroll Employee and Labor Contractor Employee Reports, is May 13, 2026.
February 12, 2026
Based on Federal 9th Circuit Court Decision, OFCCP to Disclose Five Years of Government Contractors' EEO-1 Reports OFCCP Announced It Will Release the Reports to The Center for Investigative Reporting on February 25, 2026
Reports Are Due May 13, 2026
February 5, 2026
The California Pay Data Reporting Portal is now open and employers have until Wednesday May13th, 2026 to submit their Payroll Employee and Labor Contractor Reports to the CRD.
Blue title slide:
January 22, 2026
Annual California Pay Data Reporting is upon us again. This year’s deadline, for both Payroll Employee and Labor Contractor Employee Reports, is May 13, 2026.
Blue graphic:
January 21, 2026
Submission of Seven Years of Detailed Data Due by March 18, 2026. The Data Will Be Used for Potential Discrimination Investigations.
Blue slide:
January 14, 2026
Massachusetts requires private employers with 100 or more employees located in the state to submit their most recently filed EEO-1 Reports by February 2, 2026 to the state’s Reporting Portal.
Text on a blue background:
December 12, 2025
President Trump Issued New Executive Order on Artificial Intelligence in December 11, 2025.
November 25, 2025
Government Increases Contract Thresholds for Affirmative Action Plan Obligations Under Section 503 & VEVRAA Covered Government Contractors Must Prepare Annual AAPs Under Section 503 & VEVRAA - Are You In Compliance
Update on the Government Shutdown & I-9
October 9, 2025
E-Verify Has Re-Started and Is Operational and USCIS Has Provided Detailed Guidance to Address Backlog.
October 8, 2025
Massachusetts Job Posting Pay Transparency Requirements Become Effective October 29, 2025 Pay Ranges Must Be Included in Job Postings and Provided to Employees and Applicants
The Government Shutdown & I-9 Compliance
October 7, 2025
During the Ongoing Federal Government Shutdown, E-Verify is Down But I-9 Employment Verification Obligations are Still in Effect - How Should Employers Comply?