If you work in HR or safety in a high-risk industry like construction, manufacturing, or logistics, you know OSHA recordables can pile up fast. But here’s the kicker: not every injury has to be marked as an OSHA recordable.
The difference often comes down to where the employee receives care, how treatment is documented, and whether your team knows what to look for.
In this post, we’re unpacking what actually makes an injury recordable, common (and costly mistakes), and how OccMedMD will help you stay compliant without inflating your recordables.
What Makes an Injury “OSHA Recordable”?
Per OSHA guidelines, an injury is recordable if it involves:
- Loss of consciousness
- Days away from work
- Restricted work or job transfer
- Medical treatment beyond first aid
- Diagnosis of a significant injury or illness by a licensed healthcare provider
Sounds straightforward, right? But the gray areas are where most companies get tripped up.
First Aid vs. Medical Treatment: The Critical Line
OSHA has a clear list of what qualifies as first aid—and anything beyond that becomes recordable.
Examples of First Aid (NOT recordable):
- Using non-prescription meds at non-prescription strength
- Cleaning, flushing, or soaking wounds
- Using bandages, Band-Aids, gauze pads, or butterfly bandages
- Hot or cold therapy
- Tetanus immunizations
Examples of Medical Treatment (Recordable):
- Prescription medication
- Stitches or sutures
- Physical therapy or chiropractic treatment
- Using rigid supports or devices
Pro Tip: Sometimes, ERs or urgent care centers lean toward caution and prescribe treatments that trigger recordables unnecessarily.
The Cost of an Unnecessary Recordable
Even if the injury itself is minor, if it’s logged as a recordable:
- It impacts your OSHA 300 log
- It increases your Total Recordable Incident Rate (TRIR)
- It can affect your ability to win bids
- It may increase insurance premiums
Worse? If patterns emerge, you could face audits or increased regulatory scrutiny.
How OccMedMD Helps You Avoid Recordables
We specialize in occupational injuries, so we know what qualifies as first aid vs. medical treatment. When medically appropriate, we:
- Recommend conservative treatment within OSHA guidelines
- Avoid prescriptions when over-the-counter solutions will work
- Prioritize restricted duty over days away from work
- Communicate clearly with HR so you know what’s recordable and what isn’t
This helps you:
- Stay compliant
- Keep your OSHA log updated
- Support employees without escalating your stats
Case Study: Two Different Outcomes
Scenario: Two workers sprain an ankle on the job.
- Worker A goes to the ER. They receive a prescription painkiller and two days off: this is an OSHA recordable.
- Worker B comes to OccMedMD. We provide an ice pack, compression wrap, and modified duty. In addition to one-on-one care, this worker also gets heard from a provider that cares: this is not an OSHA recordable.
Same injury. Very different impact on your TRIR.
Training Your Supervisors to Avoid Recordables
Most recordables happen because of a simple lack of awareness. Train your front-line supervisors to:
- Report injuries immediately
- Avoid defaulting to ERs
- Use your preferred OccMed provider
- Document what happened clearly and consistently
Need help? Sign up for a free, printable display for your team [here].
Final Thoughts
Recordables aren’t just numbers—they shape how your company is perceived by regulators, insurers, and potential clients. They also represent your employees as actual individuals. But with the right training and a proactive medical partner, you can keep your workforce healthy and your OSHA recordables down.
OccMedMD helps you:
- Make smart care decisions
- Avoid unnecessary recordables
- Build a safer, stronger team
Want a free review of your injury data and recordables?
Let’s talk. We can help identify trends and reduce your risk as a partner with you and your team.
Reference: OSHA Regulations (Standards – 29 CFR)