H and Safety at Work Act: What Employers Need to Know About Health and Safety Regs
If you’re searching for the h and safety at work act (also commonly written as the h and s at work act, hsw act, or “health and safety regs”), you’re likely trying to confirm what the law requires and what practical steps your business must take to stay compliant. In the United States, workplace health and safety obligations primarily come from the Occupational Safety and Health Act of 1970 (OSH Act) and its implementing OSHA standards. This page explains what health and safety legislation applies, what employers must do day-to-day, and how to document and post required notices.
For broader context on federal compliance obligations beyond safety, see SwiftSDS’s employment legislation list.
What is the “H and Safety at Work Act” in U.S. terms?
In many workplaces, “h and safety at work act” is used as shorthand for the main workplace safety law. In the U.S., the equivalent is the OSH Act, enforced by the Occupational Safety and Health Administration (OSHA) (29 U.S.C. § 651 et seq.).
OSH Act + OSHA standards: the core of act workplace health and safety
The OSH Act establishes:
- A national policy to assure safe and healthful working conditions
- OSHA’s authority to issue and enforce health and safety regs (standards)
- Employer and worker rights and responsibilities
- Inspection, citation, and penalty processes
Employers must also comply with OSHA’s published standards in 29 CFR Part 1910 (General Industry), 29 CFR Part 1926 (Construction), and other parts (e.g., maritime, agriculture), depending on the work performed.
If you’re mapping out “legislation for work health and safety,” start with OSHA standards that match your industry and your hazards—then build your program around those requirements.
Who is covered (and who enforces it)?
Most private-sector employers and workers are covered by OSHA. Enforcement varies by jurisdiction:
- Federal OSHA states: OSHA enforces standards directly.
- State Plan states: A state occupational safety and health agency enforces an OSHA-approved plan. These plans must be “at least as effective” as federal OSHA and sometimes have additional requirements.
Because posting rules and state enforcement can differ, it helps to verify your location’s posting and compliance needs. SwiftSDS provides jurisdiction-specific guidance, starting with Federal (United States) Posting Requirements and state pages like California (CA) Posting Requirements and Massachusetts (MA) Posting Requirements.
Employer duties under the HSW Act concept (OSH Act) — actionable checklist
The OSH Act’s “General Duty Clause” (Section 5(a)(1)) requires employers to provide a workplace “free from recognized hazards” likely to cause death or serious physical harm. Beyond that broad duty, OSHA standards require specific controls. Use this practical checklist to align your program with act workplace health and safety expectations.
1) Identify hazards and assess risk
Action steps:
- Conduct routine hazard assessments (start with high-risk tasks: lifting, chemical use, machine operation, driving, work at height).
- Document findings and corrective actions.
- Include temporary areas (loading docks, storage rooms) and non-routine tasks.
Helpful reference for definitions and scope: define workplace safety.
2) Implement controls using the hierarchy of controls
OSHA expects controls prioritized as:
- Elimination
- Substitution
- Engineering controls
- Administrative controls
- PPE (personal protective equipment)
Action steps:
- Fix root causes first (e.g., machine guarding, ventilation) before relying on PPE alone.
- Ensure PPE selection, fit, and training align with applicable standards (e.g., eye/face, hearing, respiratory).
3) Train employees on hazards and safe procedures
Training is required by many OSHA standards (topic-specific), and is often the deciding factor during inspections.
Action steps:
- Train employees at hire, when job duties change, and when new hazards or equipment are introduced.
- Keep sign-in sheets, course materials, and competency checks.
- Consider structured training pathways; SwiftSDS also covers training options like Hse certification for building internal competency.
4) Recordkeeping: injuries, illnesses, and reporting
Many employers must comply with OSHA injury/illness recordkeeping requirements (commonly the OSHA 300 log series) and certain severe incident reporting rules.
Action steps:
- Confirm whether your establishment is required to keep records (industry and size can affect requirements).
- Establish a process for prompt internal reporting and supervisor escalation.
- Maintain privacy where required and retain records for the required period.
5) Maintain written programs where required (and keep them usable)
Depending on your hazards, you may need written programs (e.g., hazard communication, lockout/tagout, respiratory protection, hearing conservation).
Action steps:
- Write programs to reflect your actual operations (avoid generic binders that don’t match reality).
- Assign program owners and review annually.
- Run periodic audits to ensure procedures are being followed.
For deeper context on unsafe conditions and reporting, see hazardous work environment.
Posting and notice requirements: what to display for compliance
Health and safety compliance isn’t only about training and procedures—posting the right notices is also a key operational requirement. Federal and state agencies require specific workplace posters.
Federal notice example: FLSA poster (wage/hour)
While not a safety law, federal wage and hour posting is a common compliance gap discovered during broader HR audits. Many employers maintain the Employee Rights Under the Fair Labor Standards Act notice. SwiftSDS hosts the official poster here: Employee Rights Under the Fair Labor Standards Act (and Spanish version: Derechos de los Trabajadores Bajo la Ley de Normas Justas de Trabajo (FLSA)).
State/local example: Massachusetts workplace safety posting
Some states have additional safety notices. For instance, Massachusetts public employers may need to post: Massachusetts Workplace Safety and Health Protection for Public Employees. If you operate in Massachusetts, cross-check your full set of required postings on the Massachusetts (MA) Posting Requirements page.
For other locations, start with Ohio (OH) Labor Law Posting Requirements or Maryland (MD) Labor Law Posting Requirements as applicable.
How safety intersects with broader federal labor law requirements
Workplace safety compliance often overlaps with other federal labor law duties, especially around retaliation protections, accommodations, and fair treatment.
- Workers generally have protected rights to raise concerns about safety and other workplace issues. Align your safety reporting process with broader employee protections outlined in 5 rights of workers.
- If an employee needs a disability-related accommodation affecting safety procedures or job assignments, coordinate with HR processes covered in ada hr and ensure documentation workflows are consistent with ada forms for employers.
- If your policies address fatigue, overtime, or long shifts (which directly impact incident risk), also check state-specific rules and best practices in employment working hours law.
Practical implementation: a 30-day plan to strengthen health and safety regs compliance
If you want a concrete way to operationalize the hsw act concept (U.S. OSH Act + OSHA standards), use this 30-day plan:
Days 1–7: Baseline
- Confirm jurisdiction (Federal OSHA vs State Plan) and identify applicable industry standards.
- Verify required posters for each worksite (federal + state).
Days 8–15: Hazard controls
- Perform a focused walk-through hazard assessment (top 10 hazards).
- Assign owners and deadlines for corrective actions.
Days 16–23: Training + documentation
- Deliver training for the highest-risk tasks first (equipment, chemicals, fall risks).
- Create a central location for records (training rosters, incident reports, inspections).
Days 24–30: Audit and sustain
- Run a mini-audit: Are procedures followed on the floor?
- Implement a monthly safety meeting cadence and near-miss reporting process.
FAQ: H and Safety at Work Act (HSW Act) questions
Is the “h and safety at work act” an actual U.S. law name?
In the U.S., the main workplace safety law is the Occupational Safety and Health Act of 1970 (OSH Act). People often use “h and safety at work act,” “h and s at work act,” or “hsw act” as informal shorthand when searching for workplace safety obligations.
What health and safety legislation applies if I operate in multiple states?
You must comply with federal OSHA rules and any additional requirements in State Plan states. Also ensure each location has the correct postings—start with Federal (United States) Posting Requirements and then check your specific state pages (e.g., California (CA) Posting Requirements).
What’s the fastest way to reduce risk of OSHA citations?
Focus on high-severity hazards (fall protection, machine guarding, electrical safety, hazardous chemicals), verify training documentation, and ensure required notices are posted. Keep records organized so you can demonstrate compliance quickly during an inspection.
Next steps for SwiftSDS readers
To place the h and safety at work act concept into your broader compliance program, review SwiftSDS’s employment legislation list, then confirm your posting requirements by jurisdiction (start with Federal (United States) Posting Requirements). This approach helps ensure your health and safety regs program is supported by the correct notices, training, and documentation across every location.