OSHA Compliance Under the Trump Administration

Now that the dust has settled from the 2024 elections, it is time to assess what impact the Trump administration will have on the Occupational Safety and Health Administration (OSHA). OSHA regulations are designed to reduce work-related injuries, illnesses, and fatalities, and its enforcement has been a cornerstone of American workplace safety for decades. However, under the Trump administration, there is likely to be a shift in how OSHA operates, based on the administration’s historical stance on regulatory reform and its focus on reducing government intervention in business practices.

It is anticipated that one of the primary objectives of the new administration will be to pursue a deregulatory agenda. The goal will be to give businesses more flexibility in managing workplace safety without stringent federal oversight. OSHA may become less aggressive in its inspections and penalty structures, which would be a sharp contrast to the more aggressive enforcement approach seen under the Biden administration.

This is because of the noticeable change that occurred with the coalition of supporters that the Trump campaign assembled to get him elected. There was a significant turnout of various labor groups that endorsed Trump and a noticeable silence by several others that had always historically endorsed the Democratic candidate. In a precedent-setting speech, the president of the International Brotherhood of Teamsters, Sean O’Brien, spoke at the Republican National Convention. In what appears to be a nod to labor, President Trump nominated former Oregon Representative Lori Chavez-DeRemer, a pro-labor Republican to head up the Department of Labor, which is the department that controls OSHA.

What this means is that in contrast to the first Trump administration, the second one may not be a carbon copy of the first. Unions and labor groups will be very active and vocal if they perceive that the deregulatory agenda is threatening the well-being of their constituents. Additionally, the 22 states with authorized OSHA programs have the authority to implement their own regulations and several of them have put into place specific regulations addressing COVID, and more recently, heat illness prevention. Therefore, printing operations need to remain diligent in their OSHA compliance programs.

Implications and Action Steps for Printing Operations

For employers, navigating OSHA compliance under the incoming Trump administration will require careful attention to evolving regulations and enforcement strategies. While the administration’s focus on deregulation may reduce the compliance burden in certain areas, businesses will still need to prioritize worker safety and meet baseline standards. The following actions will prepare a printing operation to meet what is anticipated to occur:

• Stay informed about changes to OSHA standards and regulations — It is expected that there will be a flurry of activity as the new administration takes control. Staying informed is critical to knowing when changes occur and their implications. While subscribing to and reading the Federal Register is an option, OSHA offers a newsletter and several social media accounts that will provide updates. Also, facilities located in states that are authorized to run their own program (e.g., California, Washington, Oregon, Minnesota, Maryland, Virginia, etc.) should sign up for their state OSHA newsletter. Members of PRINTING United Alliance are encouraged to subscribe to our weekly newsletter, Industry Ink, and our monthly Industry Advocate to receive notices when the Government Affairs team writes a First-to-Know with details about changes to rules and regulations.
• Adapt to deregulation with a proactive safety culture — While there may be a loosening of certain regulatory requirements, it’s critical for employers to maintain robust safety programs that go beyond the minimum federal standards. The emphasis on voluntary compliance and self-regulation means that businesses will bear more responsibility for creating safe work environments. The lack of stringent government mandates should not be an excuse for inaction.
• Foster a culture of safety that prioritizes employee health and well-being. Encourage open communication about safety concerns, ensure all employees are properly trained, and provide leadership that models safe practices. Creating an environment where safety is seen as a core value, not just a compliance obligation, is key to long-term success.
• Engage employees in safety initiatives — Employees who feel empowered and involved in the development and execution of safety programs are more likely to comply with and contribute to a safer workplace. Consider engaging employees through surveys, safety committees, or wellness programs to gain valuable feedback on potential risks and improvements.
• If your company is large enough, and does not already have a safety committee, consider establishing one. A safety committee can review incidents, recommend improvements, and provide a forum for employees to raise safety concerns. Empowering employees to take ownership of safety initiatives can improve overall compliance and reduce risk.
• Conduct regular safety audits — Even in the absence of strict enforcement, employers should conduct regular internal audits of their workplace safety programs. Evaluate potential hazards, ensure equipment and facilities meet safety standards, and check whether employees are adhering to safety best practices. Regular audits help identify areas for improvement before an issue escalates.
• Training and education — OSHA may reduce some training requirements, but it will not eliminate all of them. Employers are required to provide ongoing training in areas such as emergency response, hazard communication, lockout/tagout, forklift and other powered industrial trucks, and the use of personal protective equipment (PPE). Well-trained employees are more likely to identify and mitigate potential safety risks.

Prepare for Potential OSHA Inspections

Despite a more lenient enforcement climate, OSHA will still conduct inspections, particularly in response to workplace accidents or complaints. Employers should maintain an “always ready” mindset for inspections and be prepared to demonstrate their commitment to worker safety.

• Document everything — Keep thorough records of safety training, hazard assessments, safe operating procedures, maintenance schedules and other employee acknowledgements such as when policies or safety manuals are provided. Detailed documentation can protect the company during OSHA inspections and help prove that proactive safety measures are being taken.
• Review safety programs and protocols — Ensure that all workplace safety protocols and required OSHA written programs are up-to-date and consistently followed. This includes emergency preparedness plans, hazard communication standards, and machine safety procedures. When an inspector visits, they will review whether your safety protocols are well-documented and effectively implemented.
• Create a response plan — Have a clear plan in place for how to respond to an OSHA inspection. This includes designating personnel who will handle the inspection process, ensuring the presence of appropriate records, and being ready to address any issues or discrepancies.

Stay Informed to Meet Obligations

Regardless of the actions that will occur as the new administration takes over, it is important to keep in mind that OSHA is not going to be eliminated. OSHA will still enforce its regulations and issue penalties for violations. While regulatory relief may ease certain burdens such as how the penalties are calculated, employers should not reduce their focus on creating a safe, healthy, and compliant workplace. Staying informed about regulatory changes, fostering a proactive safety culture, and adapting to industry-specific needs, employers can continue to meet their obligations, protect their workforce, and navigate the evolving landscape of OSHA. A strong and comprehensive workplace safety program not only ensures compliance but also enhances employee satisfaction and productivity.