Which of the following is OSHA responsible for? A practical compliance guide for employers (SwiftSDS)

If you’re searching “which of the following is OSHA responsible for,” you’re likely trying to confirm what the Occupational Safety and Health Administration (OSHA) actually enforces—and what it doesn’t—so you can stay compliant. OSHA’s core mission is workplace safety and health: it requires employers to provide safe and healthful working conditions and protects the right of workers to be safe and healthy under federal law.

Below is a focused, employer-friendly breakdown of what OSHA is for, which are duties of OSHA (check all that apply) in common compliance quizzes, and OSHA does not cover what type of business (including the most common “blank businesses” people ask about).

OSHA definition (OSHA def) and what OSHA is for

OSHA is a federal agency within the U.S. Department of Labor created by the Occupational Safety and Health Act of 1970 (the “OSH Act”). In plain terms, what OSHA is for is to reduce workplace injuries, illnesses, and fatalities by:

Setting workplace safety and health standards
Enforcing those standards through inspections and citations
Requiring certain training, recordkeeping, and hazard communication
Protecting workers who report hazards (anti-retaliation protections)

For HR teams and business owners, OSHA compliance typically ties to two main legal sources:

The OSH Act (29 U.S.C. § 651 et seq.), especially the “General Duty Clause” (Section 5(a)(1)) requiring a workplace free from recognized serious hazards.
OSHA regulations in 29 CFR Part 1904 (recordkeeping) and 29 CFR Parts 1910/1926 (general industry and construction standards).

If you’re managing broader federal posting compliance beyond OSHA, SwiftSDS maintains a hub for Federal (United States) Posting Requirements that can help you verify what notices apply.

Which of the following is OSHA responsible for? (Common “check all that apply” items)

When you see “which are duties of OSHA check all that apply,” the correct selections usually include these functions.

OSHA is responsible for setting and enforcing safety standards

OSHA publishes and updates standards covering topics such as:

Hazard Communication (HazCom) (29 CFR 1910.1200)
Personal Protective Equipment (PPE) (29 CFR 1910 Subpart I)
Machine guarding (29 CFR 1910 Subpart O)
Walking-working surfaces/fall protection (varies by industry)
Construction safety (29 CFR 1926)

Actionable step: Maintain written programs where required (e.g., HazCom), train employees, and document completion.

For role and training context, SwiftSDS also covers career and compliance pathways in Occupational and safety jobs.

OSHA is responsible for inspections and citations

OSHA may inspect workplaces based on:

Imminent danger reports
Fatalities/catastrophes
Employee complaints
Targeted enforcement programs
Follow-up inspections

Actionable step: Create an internal inspection protocol (monthly walk-throughs, hazard tracking, corrective action due dates) and designate who meets OSHA during an inspection.

OSHA is responsible for recordkeeping requirements (for covered employers)

Many employers must maintain injury and illness records under 29 CFR Part 1904, including:

OSHA Form 300 (Log)
OSHA Form 301 (Incident Report)
OSHA Form 300A (Annual Summary) — posted in the workplace when required

Actionable step: Confirm whether your establishment is partially exempt due to size/industry, but don’t assume—verify by NAICS and headcount rules.

OSHA is responsible for whistleblower protections (in certain contexts)

OSHA administers whistleblower provisions for the OSH Act and several other laws, protecting employees from retaliation for reporting hazards or injuries.

Actionable step: Train supervisors on anti-retaliation rules and ensure your discipline policies don’t discourage reporting.

OSHA is responsible for outreach, education, and compliance assistance

OSHA provides training materials and guidance documents, though guidance is not law. Standards and the OSH Act are what get enforced.

Actionable step: Use OSHA guidance to build policies, but cross-check with the actual standard language and document your implementation.

“When workers may be exposed to ___ employers must also provide …” (common OSHA compliance requirement)

A frequent quiz-style prompt is: “When workers may be exposed to hazardous chemicals, employers must also provide…” The best compliance answer typically includes:

A written Hazard Communication program (29 CFR 1910.1200)
Safety Data Sheets (SDSs) for each hazardous chemical and employee access to them
Labels on shipped containers and workplace containers (with required elements)
Employee training at the time of initial assignment and when new hazards are introduced

Actionable step: Ensure SDS access is practical during every shift (not locked in an office). If you manage multi-site operations, standardize SDS access and training records across locations.

OSHA does not cover businesses: what’s outside OSHA’s jurisdiction?

A major source of confusion is “OSHA does not cover blank businesses” or “OSHA does not cover what type of business.” OSHA coverage is broad, but there are important exceptions.

OSHA generally does NOT cover:

1) Self-employed individuals

If you have no employees, OSHA typically does not apply. The moment you hire employees, coverage often begins.

2) Some public sector employers (state and local government), depending on the state

Federal OSHA does not cover most state and local government employees. Coverage depends on whether a state runs an OSHA-approved State Plan.

Actionable step: If you have public sector operations or contracts, confirm state-specific rules. For example, Massachusetts has specific public-employee safety information posted through a state requirement such as Massachusetts Workplace Safety and Health Protection for Public Employees.

If you operate in multiple states, review jurisdiction pages like Maryland (MD) Labor Law Posting Requirements or Ohio (OH) Labor Law Posting Requirements for posting and notice obligations.

3) Workplaces regulated by other federal agencies for specific hazards

OSHA may be preempted in certain areas where another agency has authority (common examples include some transportation-related working conditions regulated by the DOT, or certain mining operations under MSHA).

Actionable step: If you operate in a heavily regulated industry, document which agency governs which hazards and train managers accordingly.

4) Very small farms (limited exemptions)

Some small agricultural employers may be exempt from OSHA enforcement in limited situations (this is fact-specific and not a blanket “agriculture is exempt”).

Actionable step: Agriculture employers should still evaluate hazards, training, and wage/hour postings. If you employ agricultural workers, you may also need the FLSA agriculture notice: Employee Rights Under the Fair Labor Standards Act - Agriculture.

What employers must do to meet OSHA’s “safe workplace” requirement

OSHA’s foundation is the idea that employers must provide safe and healthful working conditions. Here are concrete steps HR and operations teams can implement:

1) Build a hazard identification and correction system

Conduct routine inspections
Log hazards and assign owners
Track corrective actions to completion
Maintain evidence (photos, work orders, training records)

2) Provide training tied to actual workplace hazards

New hire safety orientation
Task-specific training (PPE, lockout/tagout where applicable, HazCom)
Refresher training when conditions change

SwiftSDS also explores how safety intersects with employee expectations and accountability in Employee responsibilities.

3) Maintain required postings and worker-facing notices

OSHA’s most recognized posting is the OSHA “Job Safety and Health” poster (federal). But employers often miss that they also have wage/hour and anti-discrimination postings.

Actionable step: Review your full federal posting set (not just OSHA). For wage/hour compliance, many workplaces need the federal FLSA notice: Employee Rights Under the Fair Labor Standards Act (and a Spanish version when appropriate: Derechos de los Trabajadores Bajo la Ley de Normas Justas de Trabajo (FLSA)).

For a worker-rights perspective, see 5 rights of workers—a helpful overview aligned with the right of workers to be safe and healthy.

4) Understand what OSHA covers vs. what states add

OSHA is federal, but states can add requirements via State Plans and separate labor laws (like break rules and certain notices).

If you need clarity on rest/meal breaks (often confused as “OSHA break laws”), see Osha break laws. And if you operate in Texas, SwiftSDS summarizes enforcement and practical expectations in Osha regulations texas.

FAQ

Is OSHA responsible for enforcing minimum wage, overtime, or FMLA?

No. Minimum wage and overtime are enforced by the U.S. Department of Labor’s Wage and Hour Division under the FLSA (see the required notice Employee Rights Under the Fair Labor Standards Act). FMLA is also enforced by Wage and Hour, not OSHA.

OSHA does not cover what type of business?

OSHA generally does not cover the self-employed (no employees) and does not directly cover many state/local government workplaces unless a state plan applies. Some industries may be regulated by other federal agencies for certain hazards.

When workers may be exposed to hazardous chemicals, what must employers provide?

At minimum, employers must provide Hazard Communication compliance: a written HazCom program, SDS access, chemical labeling, and effective employee training (29 CFR 1910.1200).

If you want, share your industry and state(s) of operation, and I can outline a short OSHA compliance checklist tailored to your typical hazards and posting obligations.

Which of the following is osha responsible for