What Small Business Owners Need to Know About the DOL’s BLS Data Sharing Program Update

This post contains affiliate links. We may earn a commission if you make a purchase — at no extra cost to you.

The Department of Labor has proposed revisions to its BLS Data Sharing Program, and small business owners and HR managers should understand how this regulatory update might affect their operations. This June 2026 notice signals important changes in how businesses may need to report and share employment data with federal agencies. Let’s break down what you need to know.

Understanding the BLS Data Sharing Program Update

The Bureau of Labor Statistics (BLS) has announced a proposed revision to its information collection requirements under the Data Sharing Program. This update is part of the Department of Labor’s broader initiative to modernize data collection processes while reducing unnecessary paperwork burden on employers. The program allows federal agencies and the public to comment on proposed data collection methods before they’re finalized.

In essence, the BLS is revisiting how businesses submit employment-related data and exploring ways to streamline the reporting process. This could mean changes to data formats, submission timelines, or the types of information requested from employers.

Which Businesses Are Affected

While the proposed rule is still in the comment phase, most small to medium-sized businesses that currently report employment statistics to the BLS could potentially be impacted. This includes companies that participate in:

• Current Employment Statistics (CES) surveys
• Quarterly Census of Employment and Wages (QCEW)
• Job Opening and Labor Turnover (JOLTS) surveys
• Other BLS data collection initiatives

If your business regularly receives surveys or requests for employment data from federal agencies, you should stay informed about this update.

What Employers Must Do to Comply

While final compliance requirements haven’t been released, proactive employers should begin preparing now. The primary compliance obligation will be understanding new data submission requirements once they’re finalized. The BLS is currently accepting public comments on the proposed revisions, and the final rule will incorporate feedback from business owners and HR professionals.

Staying compliant means monitoring the Federal Register for updates and ensuring your HR systems can adapt to any new reporting requirements that emerge.

Three Practical Compliance Steps

1. Audit Your Current Data Collection Processes

Begin by reviewing how your business currently handles employment data requests. Document what information you’re collecting, how it’s stored, and your submission procedures. Tools like BambooHR HR software can help organize employment records and make data retrieval more efficient when reporting requirements change.

2. Update Your Employment Agreements and Policies

Review your employment agreements to ensure they include appropriate language about data reporting and federal compliance. Consider consulting with LegalZoom employment agreements templates to ensure your documentation is current and compliant with federal requirements.

3. Subscribe to DOL Updates and Participate in Public Comment

Sign up for updates from the Bureau of Labor Statistics and monitor the Federal Register. If your industry group or business association is submitting comments on the proposed rule, consider lending your voice. Public feedback shapes the final requirements.

Moving Forward

The BLS Data Sharing Program update represents the government’s effort to modernize employment reporting while reducing burden on businesses. By taking these three proactive steps now, you’ll be well-positioned to comply quickly once final requirements are published. Keep watching the Federal Register for the comment period deadline and final rule announcement.