Federal Register #2026-21836

EEOC seeks comment on extension of ADEA waiver disclosure information collection

The Equal Employment Opportunity Commission (EEOC) is seeking public comment on a proposed three-year extension of its ADEA waiver disclosure information collection. - Notice and buyer - Government agency: Equal Employment Opportunity Commission (EEOC). - The EEOC plans to submit the proposed extension to the Office of Management and Budget (OMB). - This is a regulatory information-collection notice, not a procurement opportunity or award. - Collection scope and requirements - The collection, titled “Waivers of Rights and Claims Under the ADEA; Informational Requirements,” concerns disclosures employers provide to employees offered waivers in connection with exit incentives or other employment termination programs. - Disclosures include information about the group covered, eligibility factors, applicable time limits, and job titles and ages of eligible or selected employees and certain employees who were not selected. - The information is provided to affected employees, not submitted to the EEOC. - The proposed extension is without change. - Estimated burden and comments sought - The EEOC estimates 4,944 respondents and 80,043 annual burden hours. - Estimated annual burden cost: $4,661,394.53. - The agency is seeking comments on the collection’s necessity and utility, burden estimates, information quality, and ways to reduce respondent burden. - Products, services, OEMs, and vendors - No products or services are being requested, and no OEMs or commercial vendors are identified.

Description

The Equal Employment Opportunity Commission (EEOC) seeks public comment on a proposed three-year extension without change of its existing information collection, “Waivers of Rights and Claims Under the ADEA; Informational Requirements.” The collection concerns employers’ required disclosures to employees in connection with waivers under the Age Discrimination in Employment Act (ADEA), including disclosures for exit incentives or other employment termination programs. The information is provided by employers to affected employees, not to the EEOC. Written comments are due by December 28, 2026.

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