OSHA Updates
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APPLIES TO All Employers |
EFFECTIVE As Indicated |
QUESTIONS? Contact HR On-Call |
Quick Look
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Discussion:
Increased Civil Penalties
On January 9, 2025, the Department of Labor (DOL) announced inflation adjustments to OSHA civil penalties, which take effect for violations issued on or after January 15, 2025. The new maximum penalties are as follows: serious, other-than-serious, and posting violations increased from $16,131 to $16,550 per violation; failure to abate violations increased from $16,131 to $16,550 per day beyond the abatement date; and willful or repeated violations increased from $161,323 to $165,514 per violation.
State workplace safety agencies must align their penalty amounts with OSHA’s increases to maintain effective penalty levels. These adjustments are mandated by the Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015, which requires annual adjustments based on inflation and the federal cost-of-living increases.
Withdrawal of Proposed Rules for COVID-19 and Infectious Diseases
On January 15, 2025, OSHA announced it was withdrawing its proposed rule, “Occupational Exposure to COVID-19 in Healthcare Settings,” and instead plans to focus on creating an infectious disease standard for healthcare workers. This shift aims to prioritize a broader, more comprehensive approach to workplace safety, rather than focusing on COVID-19 specifically. The agency had already submitted a proposed rule to the White House’s Office of Information and Regulatory Affairs (OIRA) for review in November 2024, but the rule was also withdrawn in January 2025, leaving uncertainty about OSHA’s next steps. Employers should continue to monitor OSHA activity regarding infectious diseases for future developments.
Action Items
- Review worksite for safety concerns and take corrective action, as appropriate.
- Consult with legal counsel regarding regulatory changes.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase