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OSHA Electronic Recordkeeping Rule Is In Effect In 2024

19 Jul

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Update applicable to:

Certain employers in designated high-hazard industries

What happened?

The Occupational Safety and Health Administration (OSHA) has published a final electronic recordkeeping rule that mandates certain employers to submit information from Forms 300 and 301 once a year.

What are the details?

Employers with 100 or more employees in specific industries fall under this requirement. OSHA has also updated its system for determining which industries are subject to the information submission requirement.

Under the final rule, employers with 250 or more employees must continue to electronically submit information from Form 300A annually. Additionally, employers with 20 to 249 employees in designated industries will be required to submit information from Form 300A electronically once a year.

The data collected through these submissions will be posted on a public website, but personal identifying information like employees’ names and contact details will be removed. The rule will take effect on January 1, 2024.

For more information, please see the links below:

OSHA Page

Federal Register Page

Final Electronic Recordkeeping Rule

OSHA News Release

Article 1, Article 2

What do employers need to do?

Employers can visit the above federal register page in late July or August when the rule is expected to be published and can review the rule’s requirements by visiting the final rule link above.

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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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