Workers have access to several safety and health resources right inside their workplace, including Safety Data Sheets for chemicals, the OSHA “Job Safety and Health” poster, injury and illness logs, hazard communication training materials, anonymous reporting systems, and Employee Assistance Programs. Many of these are legally required to be on-site and available to you at all times during your shift.
Safety Data Sheets
If your workplace uses any hazardous chemicals, your employer must keep a Safety Data Sheet (SDS) for every one of them. These sheets cover 16 standardized sections: identification, hazard details, first-aid measures, fire-fighting steps, handling and storage instructions, exposure controls, and more. The key rule is that you must be able to access them immediately, without leaving your work area. Employers can keep them in a physical binder near your workstation or on a computer, as long as there’s a backup plan for power outages or emergencies.
SDSs are part of a broader requirement called the Hazard Communication Standard. Under this standard, your employer must also maintain a written hazard communication program that includes a full list of every hazardous chemical on-site, container labels with warnings, and information about the hazards of non-routine tasks like cleaning equipment or working near unlabeled pipes.
The OSHA Workplace Poster
Every employer covered by federal OSHA must display the “Job Safety and Health” poster where workers can easily see it. This poster spells out your rights under the Occupational Safety and Health Act, including the right to request an OSHA inspection, report hazards, and receive training. The minimum size is 8.5 by 14 inches with 10-point type. If you’re in a state with its own OSHA-approved plan, there may be a state-specific version posted instead.
Injury and Illness Records
Your employer keeps logs of workplace injuries and illnesses on forms known as the OSHA 300 Log and the OSHA 300-A Summary. You have the legal right to see both of these. If you request a copy, your employer must provide it by the end of the next business day. Former employees and authorized representatives (such as a union rep or an attorney) also have access. A more detailed incident report, the OSHA 301 Form, is available too, though with some additional restrictions on who can view it and how quickly it must be provided.
These records matter because they reveal patterns. If the same type of injury keeps showing up in the logs, that’s evidence of a hazard that needs fixing.
Hazard Communication Training
Your employer must provide training on every hazardous chemical in your work area. This training happens at initial assignment and again whenever a new chemical hazard is introduced. At a minimum, you should be told which operations in your area involve hazardous chemicals, where the written hazard communication program is kept, where to find the chemical list, and where SDSs are stored. The training must also cover how to read labels and SDSs, how to detect the presence or release of a chemical, and what protective measures are available to you.
Anonymous Hazard Reporting Systems
Many workplaces offer internal reporting channels that let you flag safety concerns without revealing your identity. These systems are designed to remove the fear of retaliation. Where anonymous reporting lets you submit a concern with no identifying information at all, confidential reporting requires you to share your identity with a designated intermediary who keeps it protected.
These channels give management visibility into problems they might not otherwise hear about. Employees are often the first to notice unsafe conditions, equipment malfunctions, or procedural shortcuts. An anonymous system makes it more likely those issues get reported before they cause an injury.
Employee Assistance Programs
An Employee Assistance Program (EAP) provides free, short-term counseling and referral services for personal problems that could affect your work performance or well-being. Common services include mental health assessments, substance abuse support, financial and legal guidance, and critical incident response after a traumatic workplace event. Many EAPs are available 24 hours a day, 365 days a year. Sessions are typically confidential, and your employer generally won’t know you’ve used the program unless you choose to tell them.
Safety Procedures and Manuals
Workplaces that follow a structured safety management system keep written Standard Operating Procedures (SOPs) and safety manuals on-site. These documents spell out how to perform tasks safely, which personal protective equipment is required, and what to do in an emergency. They also include work control plans that identify hazards tied to specific job tasks, both routine and one-time, along with the controls needed to minimize risk.
Your employer should also keep records of training requirements by position, so you can verify what training you’re supposed to receive and how often it needs to be refreshed.
Union Safety Representatives
If your workplace is unionized, you likely have access to elected safety representatives. These are fellow workers chosen by union members specifically to handle health and safety issues. They can investigate hazards, examine accident records, carry out inspections of the workplace at least every four times a year, and push for the creation of a formal safety committee. They also receive safety information from the employer, including inspection reports and risk assessments, and can share that information with you confidentially.
Even if you’re not in a union, OSHA gives all workers the right to raise safety concerns directly with their employer or to file a complaint with OSHA itself.
Occupational Health Services
Some workplaces, particularly in industries with chemical, noise, or dust exposure, provide on-site or employer-arranged occupational health services. These can include hearing conservation programs, respiratory clearance evaluations, lead surveillance, tuberculosis screenings, and specialized care for work-related injuries. Larger employers may operate dedicated health centers with urgent care available around the clock. Even where there’s no on-site clinic, employers in regulated industries are required to provide medical surveillance for workers exposed to specific hazards like asbestos, silica, or hazardous waste.