In response to a request from a federal judge, OSHA has agreed to extend the effective date of the anti-retaliation provisions in it’s new final rule, Improve Tracking of Workplace Injuries and Illnesses until December 1, 2016.

The provisions were originally set to become effective in August and that date was further extended to November 1, 2016 to allow the agency additional time for outreach and education to the regulated community.  The new extended deadline of December 1, 2016 is in response to a request from a federal judge who is presiding over the legal challenge of the new rule.  The additional time was requested to consider a preliminary injunction seeking to permanently delay the effective date of the standard until a decision is reached in the case.

Employers now have until December 1, 2016 to comply with OSHA’s anti-retaliation provisions, which require employers to inform employees of their right to report work-related injuries and illnesses without fear of retaliation; to implement reasonable procedures for reporting injuries and illnesses that do not discourage employees from reporting work-related injuries or illnesses and prohibit employers from retaliating or discriminating against employees for reporting injuries and illnesses.