← BLOG  |  NEWS

Federal: OSHA Launches Updated Site-Specific Targeting for Non-Construction Industries

31 Jul

Share

 

Update Applicable to:Effective Date
All Employers with 20 or more EmployeesMay 20, 2025


What happened?

On May 20, 2025, the Occupational Safety and Health Administration (OSHA) announced updates to its Site-Specific Targeting (SST) inspection program. This program focuses on non-construction workplaces with 20 or more employees and uses injury and illness data from 2021 to 2023 to identify facilities for inspection.


Overview:

Preparing For OSHA: Employers should ensure accurate recordkeeping and review their safety programs to prepare.

  • Workplaces with high or rising injury rates, especially those more than double the 2022 private sector average, are more likely to be inspected.
  • Employers with inconsistent or missing injury records may also be targeted.
  • Even companies with low injury rates can be randomly selected to verify data accuracy.
  • The updated program places special emphasis on the warehousing, transportation, and healthcare industries.
  • Inspections under this program are comprehensive and may expand based on observed hazards.


Source References


Resources

Schedule a Call

Learn more about VensureHR and how we can make an impact on your business.

Contact VensureHR

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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.