OSHA's Final Rule: Electronic Injury Reporting

OSHA's Final Rule: Electronic Injury Reporting

On May 12, 2016 OSHA issued a Final Rule to Improve Tracking of Workplace Injuries and Illnesses which requires electronic submission of injury and illness data and new requirements for employers to inform employees on how to report work-related injuries and illnesses and be free from retaliation.  To ensure compliance, employers will need to make significant changes by the most immediate effective date of November 1, 2016 (was August 10, 2016).


What does the new rule mean and what must employers do?

  • Employers will need to submit their electronic injury and illness records to OSHA

  • Employers must inform their employees of their right to report work-related injuries and illnesses

  • Employer procedures for reporting work-related injuries and illnesses must be reasonable and not deter or discourage employees from reporting injuries

  • Employers must not retaliate or treat employees unfairly for reporting or becoming injured


Who does this apply to?

  • The final rule applies to all employers subject to 29 CFR 1904

  • The electronic submission of injury data is required for:

    • Establishments with 250 or more employees;

    • Establishments with 20 – 249 employees in certain designated industries and;

    • Establishments who receive a notification from OSHA

When must this be implemented?


  • The final rule must be implemented by November 1, 2016

  • The electronic submission of injury data must be submitted by these dates:

    • July 1, 2017 for 2016 injury data

    • July 1, 2018 for 2017 injury data

    • March 2, 2019 (and every year after on March 2nd) for injury data the year previous


What other programs does the new rule affect other than submitting injury data to OSHA electronically?

  • Employee Accountability Policies

  • Drug and Alcohol Policies

  • Safety Incentive Programs

  • Injury Reporting Procedures


The new rule has a much greater affect on employers than electronically submitting injury data to OSHA and privacy issues.  The new rule greatly affects many employers other current programs, which may now be prohibited under the new regulations, such as employee discipline and performance review policies, post-accident drug testing, safety incentive programs, and injury reporting requirements.


Learn more about what it takes and ways you can comply with the new rule by joining one of our webinars or downloading the complete training and compliance package now.


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(22 Minutes Long)







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