What is Form 300A

OSHA Form 300A is an annual summary of work-related injuries and illnesses that employers with more than 10 employees must post in a visible location for employees to view.

This form is part of the Occupational Safety and Health Administration (OSHA) recordkeeping requirements under US labor law.

Unlike OSHA Form 300, which details each individual injury or illness, Form 300A provides a high-level summary of total incidents for the calendar year. Employers must display Form 300A from February 1 to April 30 each year.

Why is Form 300A important?

Form 300A plays a vital role in workplace safety and regulatory compliance. Annually populating and displaying this form is important for:

• Transparency: It informs employees about workplace safety performance, fostering trust and accountability
• Compliance: Failure to post Form 300A can result in OSHA citations and financial penalties
• Safety improvement: Reviewing injury data helps employers identify hazards, improve safety programs, and reduce future incidents
• Regulatory recordkeeping: Employers required to keep OSHA logs must also complete and certify Form 300A annually

Who must complete and post form 300A?

Not all businesses need to complete Form 300A. Employers with 10 or more employees in non-exempt industries must maintain OSHA 300 logs and complete Form 300A each year.

Certain low-risk industries—such as retail stores, financial services, and specific professional services—are partially exempt from this requirement. Employers should refer to OSHA’s industry classification guidelines to verify compliance.

Any non-exempt company with over 250 employees must electronically submit their Form 300 and Form 300A information, whereas smaller companies can file paper forms.

Companies in industries listed in Appendix A to Subpart E of 29 CFR Part 1904 must file electronically if they have 25-249 employees (Appendix A). Companies in high hazard industries (as defined by Appendix B to Subpart E of 29 CFR Part 1904) with 100 or more employees must also submit electronically (Appendix B).

Form 300 vs. Form 300A: What’s the difference?

The two forms are closely related, but different in detail and purpose:

• Form 300: A detailed log of each work-related injury or illness, including the affected body part, type of incident, and location
• Form 300A: A summary of workplace injuries and illnesses, without individual case details

Employers must ensure both forms are accurate, as OSHA may review them during inspections.

What information does Form 300A include?

Form 300A provides a summary of work-related injuries and illnesses from the previous year, including:

• Total cases involving days away from work, restricted work activity, or job transfers
• Total other recordable cases (incidents that did not result in lost time but were still OSHA-recordable)
• Total workdays lost or restricted due to injury or illness
• Breakdown of illness types, such as skin disorders, respiratory conditions, poisonings, and hearing loss

Additionally, Form 300A requires:

• Employer details (company name, address, industry classification)
• Average number of employees and total hours worked during the year

The form is largely self-explanatory, and thorough notes are provided to aid completion. Contact details for regional offices are provided within the form.

Where and when should Form 300A be posted?

Employers must post Form 300A from February 1 through April 30 in a location accessible to all employees, such as:

• Break rooms
• Common bulletin boards
• Cafeterias or high-traffic work areas

For remote or off-site employees, employers should provide digital access upon request to ensure transparency.

What if no injuries or illnesses occurred?

Even if no work-related injuries or illnesses were reported, Form 300A must still be completed and posted. Employers should enter zeros in the relevant fields to indicate that no incidents occurred.

Posting the form, even when no injuries are reported, demonstrates OSHA compliance and helps employees stay informed about workplace safety.

What are the penalties for noncompliance?

Failing to complete or post Form 300A can result in OSHA citations and fines, which may vary based on the severity of the violation.

From January 15, 2025, the maximum fine per violation is $16,550, and repeated or willful violations can result in fines amounting to as much as $165,514.

Potential consequences of noncompliance include:

• Financial penalties for failing to post the summary
• Increased OSHA scrutiny in future inspections
• Damage to employer reputation and reduced employee trust

Employers should ensure accurate recordkeeping and timely posting to avoid these risks.

How Form 300A improves workplace safety culture

Beyond compliance, Form 300A plays a key role in promoting workplace safety. By openly sharing safety data, employers encourage a culture of transparency, accountability, and improvement.

• Employees are more likely to report hazards when they see management prioritizing safety
• New hires may feel reassured by transparency around accident statistics and may pay closer attention to safety briefings
• Data-driven safety programs can reduce workplace accidents and absenteeism
• Open discussions about injury trends help businesses implement better safety policies and training

The role of HR in Form 300A compliance

HR professionals are essential in ensuring OSHA compliance. Their responsibilities include:

• Maintaining accurate injury and illness records throughout the year
• Completing and verifying Form 300A with leadership sign-off
• Coordinating the timely posting of the form in accessible locations
• Educating employees about their rights to review workplace safety data
• Collaborating with safety teams to identify trends and improve workplace safety

By staying proactive, HR teams help businesses avoid fines and improve employee trust in workplace safety measures. They are ideally placed to instill awareness of safety procedures during onboarding, as well as by leading on the annual fulfillment of OSHA reporting requirements.

Form 300A and OSHA inspections

OSHA inspectors may review Form 300A during routine audits or incident investigations. Inaccurate or missing forms can lead to increased scrutiny and potential fines.

Employers should ensure:

• Form 300A is fully completed, properly posted, and accessible
• Data aligns with Form 300 and other injury records
• Leadership has signed the form, certifying its accuracy

It is advisable to review Form 300A shortly prior to the February 1 posting deadline so that any inaccuracies can be addressed before the form is made public.

Electronic submission requirements

Certain employers must electronically submit Form 300A data to OSHA via the Injury Tracking Application (ITA). This applies to:

• Businesses with 100 or more employees in high hazard industries (Appendix B)
• Employers with 20-249 employees in certain other industries (Appendix A)
• All non-exempt employers who have 250+ employees

The electronic submission deadline is typically March 2 each year. Employers should verify whether they must submit data electronically to avoid penalties.

Workplace injury reporting: Key trends and debates

The landscape of workplace safety reporting is evolving. Some current debates include:

• Balancing transparency and privacy: While Form 300A excludes personal employee details, some businesses fear public reporting may impact their reputation
• Impact of remote work: As more employees work remotely, employers must determine how to record and report work-related injuries in home offices
• Increasing regulatory oversight: OSHA has expanded electronic reporting requirements, making compliance more critical than ever
• Recent political upheavals: Government agency restructuring may result in a strain on OSHA resources

How Deel can help with compliance and HR solutions

Managing compliance with OSHA recordkeeping can be complex, especially for businesses operating in multiple states. Deel PEO can help businesses streamline compliance with OSHA, payroll tax laws, and other labor regulations.

For businesses seeking HR compliance automation, Deel offers:

• Integrated payroll and compliance tracking: Stay on top of OSHA deadlines and state-level compliance
• Access to HR and safety experts: Get support from professionals who understand workplace injury reporting requirements
• A centralized compliance dashboard: Easily manage OSHA filings, workplace policies, and employee training

Learn More

• Payroll tax laws in the US
• State unemployment insurance rates
• PEO services: Should your business use one?

For a hands-on demo of Deel’s compliance and HR solutions, request a demo today.