The Occupational Safety and Health Administration (OSHA) has announced sweeping regulatory changes that will fundamentally reshape workplace safety compliance across multiple industries. With over two dozen proposed deregulatory rules published in July 2025, employers must understand how these changes impact their occupational health programs and safety obligations.
Bottom Line: OSHA's deregulatory agenda represents the most significant shift in workplace safety compliance in decades, moving from prescriptive mandates to performance-based standards while limiting enforcement scope in certain high-risk industries.
OSHA proposes significant restrictions on when employers can be cited under the General Duty Clause. The new interpretation would exempt employers from violations involving hazards that are "inherent and inseparable from the core nature of a professional activity." This change particularly affects:
What This Means: Employers in these industries may face reduced citation risk for occupational hazards traditionally considered part of their core operations.
OSHA is consolidating numerous substance-specific respiratory protection requirements, eliminating duplicative regulations for hazardous materials including:
Compliance Impact: Employers can now use more flexible respirator options that align with OSHA's unified Respiratory Protection Standard, potentially reducing equipment costs and training complexity.
OSHA is officially rescinding the COVID-19 Emergency Temporary Standard for healthcare settings, eliminating associated record keeping and reporting requirements that have burdened healthcare employers since the pandemic.
Several construction-specific requirements are being eliminated or revised:
Assess your existing occupational health and safety programs to identify areas where these regulatory changes may reduce compliance burdens. Consider how virtual occupational health services can help maintain safety standards while adapting to the new regulatory environment.
The public comment period for most proposed rules remains open through early September 2025. Employers should submit feedback on proposals that directly impact their operations, particularly if they have concerns about implementation challenges or unintended consequences.
While federal OSHA standards are changing, state-run OSHA programs may maintain stricter requirements. Employers operating in multiple states should prepare for varying compliance obligations and consider how managed occupational health services can help navigate this complexity.
OSHA's shift toward performance-based standards rather than prescriptive mandates gives employers more flexibility in how they achieve safety outcomes. This approach emphasizes results over specific methods, allowing innovative safety solutions including:
Despite deregulation, employers must remember that worker safety remains paramount. These changes don't eliminate the fundamental obligation to provide safe workplaces—they simply offer more flexibility in how safety goals are achieved.
The regulatory changes align well with modern occupational health approaches, including 24/7 virtual triage services that provide immediate access to licensed providers. Virtual occupational health platforms can help employers maintain compliance while reducing administrative burdens.
Comprehensive care management becomes even more critical as employers navigate changing regulations. Services that offer unlimited follow-up support and collaborative clinic relationships help ensure consistent care delivery regardless of regulatory shifts.
Advanced case review and compliance support services help employers understand how deregulatory changes impact their specific industries and operations. Medical oversight and quality assurance programs remain essential for maintaining regulatory compliance.
Healthcare employers benefit significantly from COVID-19 standard removal and streamlined respiratory protection requirements. However, maintaining robust occupational health programs remains critical for employee safety and patient care continuity.
Manufacturing facilities gain flexibility in respiratory protection protocols while potentially facing reduced General Duty Clause exposure for inherent occupational hazards. This creates opportunities for more cost-effective safety program design.
Construction employers see relief from certain illumination and marking requirements, but must ensure alternative safety measures maintain worker protection levels. Performance-based compliance allows for innovative safety solutions.
Consider how these regulatory changes support broader occupational health program modernization. Virtual occupational health services, integrated case management, and performance-based safety metrics align well with OSHA's deregulatory direction while maintaining employee protection.
OSHA's deregulatory initiative represents a significant opportunity for employers to modernize their workplace safety approaches while maintaining high protection standards. The shift toward performance-based compliance, streamlined respiratory protection requirements, and limited General Duty Clause enforcement creates space for innovative occupational health solutions.
Employers should view these changes not as permission to reduce safety efforts, but as an opportunity to implement more efficient, technology-enabled safety programs that achieve better outcomes for both workers and organizations. Professional occupational health services can help navigate this transition while ensuring continued compliance and employee protection.
Stay informed about these developing regulations and consider how comprehensive occupational health services can support your compliance strategy in this changing regulatory environment.
