DCI Consulting Blog

Panuccio Confirmed as EEOC Commissioner, Quorum Reached

Written by Fred Satterwhite, M.S., M.T.S | Oct 15, 2025 3:09:30 PM

By Fred Satterwhite

Brittany Panuccio, President Trump’s nominee to be a Member of the Equal Employment Opportunity Commission (EEOC), was confirmed by the U.S. Senate by a 51-47 party-line vote on October 7, 2025, as part of a bloc of 108 nominations considered by the Senate under a single resolution. Panuccio’s term with EEOC will expire on July 1, 2029.

During Panuccio’s hearing with the Senate Committee on Health, Education, Labor and Pensions on July 16, 2025, she described herself as a long-time public servant who was passionate about the rights of women and disabled workers. However, a group of 45 civil rights and workers’ rights organizations co-signed a letter of opposition to Panuccio’s nomination at the time, challenging her qualifications for the opening.

Panuccio’s confirmation gives EEOC a quorum of three members as she joins Acting Chair Andrea R. Lucas and Commissioner Kalpana Kotagal. While the federal government is currently shut down due to a lapse in appropriations that began on October 1, 2025, the EEOC Chair and Commissioners continue to carry out their responsibilities in accordance with the EEOC’s contingency plan.

However, given the reduced availability of support staff, it remains to be seen how quickly EEOC will begin introducing policy changes and new guidance during the shutdown.

When EEOC does move forward with its new quorum, it is expected to shift its agenda to align with the Trump administration’s policy initiatives. Among the areas EEOC likely will address include but are not limited to:

  • Amended regulations related to the Pregnant Workers Fairness Act (PWFA)
  • Increased enforcement directed at private employers over their diversity, equity, and inclusion (“DEI”) programs
  • Revised guidance on workplace harassment and the application of the U.S. Supreme Court’s Bostock decision outside hiring/firing contexts
  • The potential elimination of the annual EEO-1 data collection from private employers
  • Updated enforcement priorities directed toward claims of failures to accommodate disability and religion

DCI will continue to monitor developments at EEOC and publish updates as necessary.