Now that the April 30 posting deadline has passed, many employers are taking down their 2025 Form 300A (Annual Summary of Work-Related Injuries and Illnesses).
But here’s the key message: your compliance responsibilities are far from over.
At JorgensenHR, we often see employers assume that once the posting comes down, the obligation ends. In reality, this is where ongoing compliance and risk management become critical.
What Employers Need to Know
While it is now appropriate to remove the posted Form 300A as of May 1, California employers must continue to maintain and manage their OSHA records carefully:
Five-Year Retention Requirement
Employers must retain the following records for five years following the end of the calendar year they cover:
- Form 300 (Log of Work-Related Injuries and Illnesses)
- Form 300A (Annual Summary)
- Form 301 (Injury and Illness Incident Report)
This means you may now dispose of records prior to 2020, but anything from 2020 and newer must remain on file.
Ongoing Record Updates
Compliance doesn’t stop with filing. During the retention period, employers are required to update their Form 300 log if new information or recordable incidents come to light.
Posting Requirements Still Matter (Next Year)
Each year, from February 1 through April 30, employers must post Form 300A in a visible and accessible location at every worksite—even if no injuries or illnesses occurred.
Electronic Filing Does Not Replace Recordkeeping
Even if you’ve submitted your Form 300A data electronically to OSHA, you are still required to retain all supporting documentation.
Employee Access & Employer Obligations
Employers must also be prepared to respond quickly to record requests:
Access Rights
Employees, former employees, and authorized representatives have the right to review:
- Form 300 logs (with personal identifying information removed where required)
- Current and past Form 300A summaries
Response Timeline
These records must be provided by the end of the next business day following a request.
Anti-Retaliation Protections
It is unlawful to retaliate against employees for requesting access to these records—an area that continues to be a compliance risk for employers.
The JorgensenHR Perspective
Cal/OSHA and OSHA recordkeeping is more than a regulatory requirement—it’s a risk management and workplace safety strategy.
Incomplete or outdated records can expose your organization to penalties, audit risk, and potential litigation.
At JorgensenHR, we help employers:
- Conduct proactive OSHA and HR compliance audits
- Ensure proper recordkeeping and documentation practices
- Align safety programs with California and federal requirements
- Reduce exposure to costly claims and penalties
If you’re unsure whether your OSHA logs are complete, accurate, and audit-ready, now is the perfect time for a quick review.
If there is anything that JorgensenHR can do for you or be of any help or support, please contact us at info@jorgensenHR.com or 661-600-2071.
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