Reminder Federal: OSHA Penalties Increase for 2025

28 Feb

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We want to remind employers that the Occupational Safety and Health Act (OSHA) increased the penalties for 2025 by 2.6%.

The new OSHA penalty amounts are applicable to OSHA citations issued after January 15, 2025, for violations occurring after July 15, 2024.

Below is a table with the changes from 2024 to 2025 increase, with its Description and CFR Citation:

AgencyLawName/DescriptionCFR Citation20242025
Min penalty (rounded to nearest dollar)Max penalty (rounded to nearest dollar)Min penalty (rounded to nearest dollar)Max penalty (rounded to nearest dollar)
OSHAOccupational Safety and Health ActSerious Violation29 CFR 1903.15(d)(3)………………..$16,131………………..$16,550.
OSHAOccupational Safety and Health ActOther-Than-Serious29 CFR 1903.15(d)(4)………………..$16,131………………..$16,550.
OSHAOccupational Safety and Health ActWillful29 CFR 1903.15(d)(1)11,524$16,13111,823$165,514.
OSHAOccupational Safety and Health ActRepeated29 CFR 1903.15(d)(2)………………..$161,323………………..$165,514.
OSHAOccupational Safety and Health ActPosting Requirement29 CFR 1903.15(d)(6)………………..$16,131………………..$16,550.
OSHAOccupational Safety and Health ActFailure to Abate29 CFR 1903.15(d)(5)………………..$16,131 per day………………..$16,550 per day.


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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.

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