OSHA and EU Workplace Safety Standards

Workplace safety laws exist to protect employees—but they also provide structure and predictability for employers. As regulations evolve, HR teams must stay current, ensure compliance, and embed these standards in company culture.

OSHA: The U.S. Framework

In the United States, the Occupational Safety and Health Administration (OSHA) governs workplace safety.

Key employer responsibilities under OSHA include:

• Providing a workplace free from recognized hazards
• Displaying OSHA posters and notices
• Maintaining injury and illness records (OSHA Form 300)
• Reporting serious incidents within 8–24 hours
• Allowing employee access to safety training and equipment

BOZP: The European Approach

In the European Union, workplace safety falls under Bezpečnost a ochrana zdraví při práci (BOZP) directives, harmonized under the EU Framework Directive 89/391/EEC.

Core EU employer obligations include:

• Conducting regular risk assessments
• Appointing safety officers or committees
• Training employees on workplace hazards
• Ensuring the provision and use of PPE (personal protective equipment)
• Recording and investigating incidents

Unlike OSHA’s rule-by-rule model, the EU emphasizes a risk management approach with strong employee involvement.

HR’s Responsibility in Compliance

Whether under OSHA or BOZP, HR plays a bridging role between regulatory texts and daily practice:

• Ensuring employees receive mandatory safety training
• Maintaining policy and procedure documentation
• Coordinating with legal and operations on audits or inspections
• Managing compliance records during onboarding and exit
• Tracking reporting deadlines and incident documentation

Navigating Multi-Jurisdictional Environments

For global or distributed companies, it’s common to fall under both OSHA and EU frameworks—especially for remote or cross-border teams.

HR must work with legal counsel to:

• Determine applicable jurisdiction per employee
• Understand the “stricter rule prevails” principle
• Localize training materials
• Maintain separate documentation streams where needed

Common Pitfalls

• Ignoring training documentation
• Not updating policies after regulatory changes
• Treating compliance as an “ops-only” task
• Failing to investigate or record minor incidents

Conclusion

OSHA and EU BOZP standards are complex but manageable with the right structure and collaboration. For HR, the real value lies not just in avoiding fines—but in making safety a visible, trackable, and respected part of company culture.