The Occupational Safety and Health Administration’s electronic injury tracking application is now accepting workplace injury and illness submissions for calendar year 2017. The deadline for online reporting of last year’s OSHA Form 300A has been set for July 1, 2018.
You may have questions about whether your business is required to submit information electronically, and what information you will need to submit. Here’s what you need to know about electronic reporting, and where you can find more information directly from OSHA.
Electronic submission requirements
Only employers with establishments that employ a certain number of workers need to electronically report. For those states covered by federal OSHA, the recordkeeping rule generally covers establishments with 250 or more employees (although there are exceptions ), and employers with 20-249 employees in certain industries .
OSHA defines an establishment as “a single physical location where business is conducted or where services or industrial operations are performed. A firm may be comprised of one or more establishments.” This corresponds with your OSHA Form 300A, which is tracked at an establishment level.
Minnesota employers now required to report electronically
The Minnesota state plan adopted the federal rule , with slight modifications, on May 21, 2018. In Minnesota, all establishments with 20 or more employees must electronically report their 2017 Form 300A summary to federal OSHA by July 1, 2018. There is no exception for certain types of industries in Minnesota’s rule.
Reporting requirements by state and size
See the following chart for reporting requirements based on an organization’s establishment size.
Resources for more information
- OSHA injury and illness recordkeeping and reporting requirements
- Electronic injury tracking application
- OSHA: Final rule issues to improve tracking of workplace injuries and illnesses
- OSHA: Final rule frequently asked questions
- Minnesota OSHA compliance - recordkeeping standard
- Reporting injuries to OSHA and your workers' comp insurer — what's the difference?
This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.