PR OSHA’s New Penalty Framework for Workplace Safety Violations Increases Fines for Employers
Takeaways
- Puerto Rico Occupational Safety and Health Administration (PR OSHA) has increased penalty amounts for workplace safety violations.
- The new penalty structure ensures consistency with federal OSHA enforcement standards.
- Strengthening workplace safety programs, verifying postings, and implementing prompt corrective action can reduce exposure under the new penalty framework.
Related Links
Article
PR OSHA recently issued a public notice announcing its updated fines and penalty structure for employer noncompliance with adopted OSHA standards. The updated fines are summarized here:
| Nature of Violation | Minimum Penalty (per violation) | Maximum Penalty (per violation) |
| Willful or repeated | $11,823 | $165,514 |
| Serious | $1,221 | $16,550 |
| Nonserious | $0 | $16,550 |
| Failure to correct a cited violation | N/A | $16,550 per day until the violation is corrected |
| Not complying with posting notice requirement | $0 | $16,550 |
These new penalty amounts are intended to ensure parity with federal OSHA enforcement and to strengthen deterrence against workplace safety violations in Puerto Rico. They were made pursuant to PR OSHA’s authority under the Puerto Rico Workplace Safety and Health Act (“Act No. 16”; see Act No. 212-2024 amended Act No. 16 of August 5, 1975) to adjust such penalties periodically.
Employers in Puerto Rico should take this opportunity to review and improve their workplace health and safety programs, ensuring full compliance with current regulations and robust protection for their employees.
Remember, noncompliance can lead to substantial financial consequences, so immediate action is crucial.
Questions | Assistance
Please contact your Jackson Lewis attorney.
© Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.
Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,100+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee. For more information, visit https://www.jacksonlewis.com.