What happened?

On January 15, 2025, the Occupational Safety and Health Administration (OSHA) announced the termination of its (1) COVID-19 healthcare standard rule and (2) the Infectious Diseases Proposed Rules.

Overview:

OSHA initially introduced the COVID-19 healthcare standard as a temporary measure, but the agency withdrew the proposed rule and decided to focus on developing a comprehensive Infectious Diseases standard for healthcare workers.

• This broader approach is seen as a more effective and efficient use of resources, providing better protection against various infectious diseases, including COVID-19 and future variants.

• By focusing on a comprehensive Infectious Diseases standard, OSHA aims to provide better protection for healthcare workers against a range of infectious diseases.

• The decision was influenced by the end of the public health emergency and the need to address ongoing risks from COVID-19 and other infectious diseases more broadly.

• Finalizing a separate COVID-19 standard would require additional reviews and updates, consuming resources and delaying broader protections.

The proposed Infectious Diseases rule was submitted for review in November 2024 but has now been withdrawn too, without much explanation by the Office of Information and Regulatory Affairs

Source References

• OSHA Occupational Exposure to COVID-19 in Healthcare Settings Rule
• OSHA Press Release: Termination Notice
• OIRA OSHA Proposed Infectious Diseases Rule: Withdrawn Notice

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.