OSHA has officially withdrawn its COVID-19 reporting and recordkeeping requirements, signaling a significant shift in workplace safety regulations. The agency announced in a February 5 memo that they will no longer enforce the requirement for employers to maintain a COVID-19 log or report work-related COVID-19 fatalities and hospitalizations.
Why OSHA Made This Change
OSHA’s decision to withdraw these requirements signals a shift toward a more comprehensive approach to workplace infectious disease prevention. This change aligns with the broader end of the COVID-19 public health emergency and the reduced risk of coronavirus hazards. The agency commented, “will have a greater impact at this time by adopting a standard that would provide protections to healthcare workers from occupational exposure to many different infectious diseases, including COVID-19 and future variants.”
The Healthcare Emergency Temporary Standard (ETS) was first introduced in 2021. It initially required strict COVID-19 protections in healthcare settings after finding that COVID-19 presented a grave danger to those workers. As of that initial date, nearly half a million healthcare workers had contracted COVID-19, and more than 1600 of those workers had died. OSHA withdrew most of the ETS in December 2021. However, recordkeeping and reporting requirements remained in place — until now.
What This Means for Employers
With the withdrawal of these COVID-19-specific reporting obligations:
- OSHA has withdrawn COVID-19-specific reporting and recordkeeping requirements, meaning employers no longer need to log or report work-related COVID-19 cases under 29 CFR 1910.502.
- Employers do not need to report work-related COVID-19 fatalities or hospitalizations under 29 CFR 1910.502.
- OSHA will continue to enforce its general recordkeeping and reporting rules under 29 CFR Part 1904, which apply to all workplace injuries and illnesses.
While COVID-19 case tracking requirements have ended, OSHA’s approach to workplace safety is evolving to address a broader range of infectious diseases. Employers should stay informed about upcoming regulatory changes and ensure they maintain best practices for infection prevention. This withdrawal is not an indication that workplace illnesses are no longer a concern. It is a transition toward a more comprehensive, long-term strategy for protecting workers.
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