EEO Reporter

EEO Reporter is a web application for turning workforce and payroll data into EEO reporting submissions. It suits employers with 100 or more employees across their locations, especially those that want an automated CSV workflow rather than manual report formatting. Its focused automation and stated security controls are compelling, while custom pricing and the need to confirm current filing rules make it less suitable for organizations seeking a transparent, self-service purchase.

Overview

Points North has developed EEO Reporter since 1994 and says its SaaS products have supported thousands of companies. The product concentrates on EEO-1 reporting, including Component 2 data, instead of presenting itself as a general human-resources suite. Organizations with at least 100 employees counted across headquarters and all locations are the stated audience for Component 2 reporting.

The workflow is built around the September 30 reporting deadline. Because the product FAQ also contains historical Component 2 deadlines and reporting-year references, including September 30, 2019, employers should confirm the current reporting cycle and requirements before filing.

Key features

EEO Reporter organizes workforce data by race or ethnicity, gender, and job category. Component 2 reporting adds hours worked, 12-month earnings, and classification into 12 EEOC pay bands, so it addresses compensation detail as well as demographic counts.

The software is described as fully automated and requires no manual formatting. It creates CSV files for upload through the EEOC online filing system. That removes a repetitive preparation step, but employers still must certify that the submitted Component 2 data is accurate and in the required format; automation does not transfer that responsibility to the software.

Points North says the platform was developed with leading payroll providers, a useful fit for organizations that need payroll data incorporated into reporting. Client data is housed on dedicated Microsoft Azure servers described as compliant with ISO 27001, HIPAA, FedRAMP, SOC 1, and SOC 2 standards. TLS covers authentication, encryption, and data integrity, while passwords are hashed. Phone support runs Monday through Friday, 7:15 a.m. to 6:00 p.m. CST, and a free demo can be scheduled by request.

Pricing

EEO Reporter uses paid, custom pricing, so a prospective customer must request a quote. There are no published seat allowances, reporting quotas, renewal terms, or trial period to compare. A free demo provides an evaluation conversation rather than a stated free plan. This model may work for employers with a defined compliance budget, but it makes direct cost comparison difficult for smaller teams.

Platforms

EEO Reporter is offered on the web. No mobile application platform is stated, which is consistent with a reporting workflow normally handled from a browser.

Who it's for

Choose EEO Reporter when your organization meets the 100-employee threshold and needs a dedicated way to combine demographic, hours, earnings, and pay-band data into EEOC-ready CSV files. It is particularly appropriate for multi-location employers and teams that want payroll-provider integration and phone assistance during business hours.

It is a weaker fit for employers below the stated threshold, buyers who require public pricing, or teams looking for broad HR, recruiting, or workforce-management functionality beyond EEO reporting.

Pros and cons

Pros

• Automated CSV preparation: no manual formatting is required before uploading files to the EEOC system.
• Component 2 coverage: the workflow includes hours, 12-month earnings, and 12 EEOC pay bands alongside demographic categories.
• Enterprise-oriented security: dedicated Azure hosting and stated ISO 27001, HIPAA, FedRAMP, SOC 1, and SOC 2 compliance address demanding data-governance requirements.
• Payroll alignment and phone support: payroll-provider partnerships and weekday CST support can help organizations coordinate reporting work.

Cons

• Custom pricing: buyers cannot assess cost, seats, or quotas without contacting Points North.
• Narrow scope: the product is centered on EEO reporting rather than a complete HR or payroll suite.
• Employer certification remains mandatory: automation does not remove the need to verify accuracy and format before submission.
• Current-rule confirmation is necessary: historical FAQ content means organizations should validate the applicable reporting deadline and year.

Alternatives

EEO Reporting Software is the better starting point when you want to compare dedicated products in this category.

Zoho People is a freemium web, iOS, and Android HR option with a free plan for five users; choose it when broader HR coverage and a small free tier matter more than a dedicated EEO CSV workflow.

Harmny HR Compliance offers API and web access, a forever-free plan for up to 10 users with 5 GB storage, and a free trial; it suits smaller organizations seeking an entry-level compliance product.

Workday Human Capital Management is a paid, multi-platform enterprise HCM product with contact-sales pricing; choose it when EEO reporting belongs inside a larger HCM deployment.

Dayforce Workforce Management is a paid workforce platform with tailored estimates; it is the alternative for organizations prioritizing workforce-management breadth.

RUN Powered by ADP provides paid payroll plans including tax filing, direct deposit, employee access, and multi-jurisdiction payroll; pick it when payroll operations are the primary need.

Workable is a freemium recruiting platform with published monthly plans; choose it for hiring workflows rather than EEO submission.

Greenhouse is a paid recruiting platform with sourcing, structured interviews, scheduling, analytics, and SSO; it is better for talent acquisition.

Lever is a paid ATS and CRM with reporting, AI screening, and interview transcripts; choose it when recruiting is the central requirement.

Verdict

EEO Reporter is a strong choice for employers meeting the 100-employee threshold that want automated, payroll-informed EEO-1 CSV preparation backed by enterprise security practices and phone support. Look elsewhere if you need transparent pricing, a free plan, mobile access, or a broad HR and workforce-management suite; request a current quote and verify the applicable reporting rules before deciding.