OSHA 300 Log Employee Access: What Employers Must Provide and When Under 1904.35
Picture this. An employee walks into your office. They request a copy of the OSHA 300 log for your establishment. The clock starts ticking. You have until the end of the next business day to deliver. Miss it, and you risk noncompliance. Small business owners and HR leads face these moments. They need clear guidance on OSHA 300 log employee access.
FORM 300 LOGBOOK is independent software for organizing OSHA 300, 300A, and 301 recordkeeping information. It is not affiliated with, endorsed by, approved by, or operated by OSHA or the U.S. Department of Labor. This article is independent educational guidance based on sources published by OSHA. It is not legal advice, does not replace official OSHA forms, does not submit records to OSHA, and does not guarantee compliance.
This guidance reflects OSHA's 29 CFR 1904.35 and related rules, including 1904.29 privacy provisions, as published and reviewed current as of August 2026.
What Does 1904.35 Require?
OSHA 1904.35 covers two main duties. First, set up a reasonable procedure for employees to report work-related injuries and illnesses. Tell them they have the right to report. Prohibit discrimination for reporting. Second, give employees and their representatives access to injury and illness records.
Focus here on access rules. These apply to your OSHA 300 logs, 301 incident reports, and stored records.
Who Can Request OSHA 300 Log Employee Access?
Four groups qualify. Current employees. Former employees. Personal representatives. Authorized employee representatives.
A personal representative needs written designation from the employee or former employee. Or they act as legal rep for a deceased or incapacitated worker. An authorized employee representative means a collective bargaining agent.
Requests target the establishment where the employee worked. They ask for the current year or stored logs.
Providing the Employee Copy of 300 Log
Deliver copies of the relevant OSHA 300 log by the end of the next business day. See OSHA 1904.35 next business day rule at 1904.35(b)(2)(iii).
Hand over the full log. Keep employee names intact. Do not remove other details. Exception: Privacy cases already list "privacy case" in the name field per OSHA privacy cases rules. Requester gets no separate confidential name list.
OSHA 301 Access for Authorized Employee Representative and Others
Individual 301 Requests
Employee, former employee, or personal rep requests their own 301. Provide it by next business day end.
Authorized Employee Representative 301 Requests
Union agents get 301s for the establishment they cover under bargaining agreement. Deliver within 7 calendar days. Release only the "Tell us about the case" section. Remove all other info. Learn more in our OSHA 301 guide.
Copy Costs and Additional Requests
First copy is free. Always. Per 1904.35(b)(2)(vi). Charge reasonable fees only for extra copies.
Access to Stored Records
Requests include stored logs. Keep them five years after the year they cover. Check our retention guide for details.
FORM 300 LOGBOOK organizes logs by establishment and year. Find copies fast. It does not replace your duty. It does not send records to OSHA. It does not verify requesters.
Separate from 300A Posting
Access differs from annual 300A summary posting. Post 300A February 1 to April 30 next year. See 300A posting rules. Requests come anytime. Meet the next business day deadline.
Practical Checklist for Requests
- Identify requester: employee, former employee, personal rep with writing, or union agent?
- Note establishment and year(s).
- 300 log or 301?
- Privacy cases marked?
- Produce equivalent copy by next business day end?
- First copy free?
Follow step-by-step 300 log instructions for accuracy. Visit OSHA guidance for more.
Stay Compliant
OSHA 300 log employee access keeps trust high. Meet deadlines. Provide accurate copies. Your team stays safe and informed.