Chromium VI scope and definitions

This standard applies to occupational exposures to chromium (VI) in all forms and compounds in general industry, except for the specific exclusions listed in the rule. See Scope in 1910.1026(a).

• Excluded activities include exposures from pesticides regulated by the EPA or other federal agencies, such as wood treatment with preservatives (see 1910.1026(a)(2)).
• Exposures to portland cement are excluded (see 1910.1026(a)(3)).
• Materials or processes may also be excluded if the employer has objective data showing they cannot release chromium (VI) dusts, fumes, or mists at or above 0.5 µg/m3 as an 8-hour TWA under any expected use (see 1910.1026(a)(4)).

If you believe an exemption applies based on objective data, keep that documentation readily available for inspection.

The action level for chromium (VI) is 2.5 micrograms per cubic meter of air (2.5 µg/m3) as an 8-hour TWA, and employers use it to trigger additional monitoring and protections. See the definition of Action level in 1910.1026(b).

• If monitoring shows employee exposures at or above the action level, the employer must perform periodic monitoring at least every six months (1910.1026(d)(2)(iii)).
• The action level is lower than the PEL and is used as an early-warning threshold to ensure controls and monitoring are adequate.

The permissible exposure limit (PEL) for chromium (VI) is 5 micrograms per cubic meter of air (5 µg/m3) as an 8-hour time-weighted average (TWA). See Permissible exposure limit (PEL) in 1910.1026(c).

Employers must ensure no employee is exposed above that level and must use monitoring and controls to comply.

An employer must determine each employee’s 8-hour TWA exposure using either the scheduled monitoring option or the performance‑oriented option to accurately characterize exposures. See Exposure determination in 1910.1026(d).

• The scheduled monitoring option requires initial and periodic personal breathing zone sampling per 1910.1026(d)(2).
• The performance‑oriented option allows a combination of air monitoring data, historical monitoring data, or objective data sufficient to accurately characterize exposure under 1910.1026(d)(3).

Choose the option that most accurately reflects actual employee exposures and document the basis for your determination.

Initial monitoring requires personal breathing zone samples that are sufficient to accurately characterize full shift exposures for each shift, job classification, and work area, and if using representative sampling, the samples must cover the employees expected to have the highest exposures. See 1910.1026(d)(2)(i).

• Use full-shift personal samples on each shift and job classification to capture true 8-hour TWA exposures.
• If you sample representatively instead of every employee, sample those with the highest expected exposures and document the rationale.

If initial monitoring shows exposures below the action level, the employer may stop monitoring those represented employees; if exposures are at or above the action level, perform periodic monitoring at least every six months; if exposures exceed the PEL, perform periodic monitoring at least every three months. See 1910.1026(d)(2)(ii)-(iv).

• Two consecutive results below the action level (with a confirmatory sample at least seven days later) allow discontinuation of monitoring for those employees (1910.1026(d)(2)(v)).
• Resume or increase monitoring if processes, materials, equipment, personnel, work practices, or controls change in ways that could increase exposure (1910.1026(d)(2)(vi)).

Employers must notify each affected employee in writing or post results in an accessible location within 15 work days after making the exposure determination. See 1910.1026(d)(4)(i).

• If employee exposure is above the PEL, the written notification must also describe the corrective action being taken to reduce exposures to or below the PEL (1910.1026(d)(4)(ii)).
• Keep copies of notifications and records in case of inspection.

Air monitoring and analysis methods must measure chromium (VI) with an accuracy of ±25% and produce measurements with 95% statistical confidence for airborne concentrations at or above the action level. See 1910.1026(d)(5).

• Use validated sampling and analytical methods that meet these performance criteria and retain documentation of method validation.

Yes — affected employees or their designated representatives must be given the opportunity to observe any monitoring, and if observation requires entry into areas requiring protective clothing or equipment, the employer must provide and ensure the observer uses the necessary clothing and equipment. See 1910.1026(d)(6)(i)-(ii).

• Observers must comply with safety procedures; employers must supply protective gear at no cost when observation requires it.

Employee exposure is defined as the airborne chromium (VI) that would occur if the employee were not using a respirator. See the definition of Employee exposure in 1910.1026(b).

• This means monitoring and exposure determinations must be based on ambient air concentrations, not reduced levels while wearing respirators.

An employer must establish a regulated area wherever an employee’s exposure to airborne chromium (VI) is or can reasonably be expected to exceed the PEL, and must demarcate that area to clearly establish and alert employees to its boundaries. See 1910.1026(e)(1)-(2).

• Use signs, barriers, or other controls to clearly define the regulated area and limit access as required by 1910.1026(e)(3).

Access to regulated areas must be limited to employees authorized and required by their work duties, designated employee representatives observing monitoring, and persons authorized by the OSH Act or its regulations. See 1910.1026(e)(3)(i)-(iii).

• Unauthorized entry should be prevented by physical barriers or administrative controls and signage.

Employers must use engineering and work practice controls to reduce and maintain employee exposure to chromium (VI) at or below the PEL wherever feasible, unless they can demonstrate such controls are not feasible. See 1910.1026(f)(1).

• If these controls alone cannot achieve the PEL, they must be used to reduce exposure as much as possible and be supplemented with respiratory protection per 1910.1026(g).
• Employers cannot rely on rotating employees to different jobs to meet the PEL (1910.1026(f)(2)).

If an employer shows a process or task does not result in any employee exposure above the PEL for 30 or more days per year, the requirement to implement engineering and work practice controls to achieve the PEL does not apply to that process or task. See 1910.1026(f)(1)(iii).

• Even when this exception applies, employers must still provide required respiratory protection under 1910.1026(g) and other protections as necessary.

Respiratory protection is required during: periods needed while engineering/work practice controls are installed, tasks where controls aren’t feasible (e.g., maintenance), operations where controls alone don’t reduce exposures to the PEL, operations with exposures above the PEL for fewer than 30 days per year when controls are not implemented, and emergencies. See 1910.1026(g)(1).

• Employers must implement a respiratory protection program in accordance with 1910.134 for each employee required to use a respirator (1910.1026(g)(2)).
• Ensure fit testing, medical evaluations, and training per 1910.134.

When skin or eye contact hazards from chromium (VI) are present or likely, employers must provide appropriate personal protective clothing and equipment at no cost and ensure employees use it. See 1910.1026(h)(1).

• Provide gloves, protective suits, face shields, goggles, and laundering or disposal procedures as needed to prevent dermal and ocular exposure.

Objective data include information such as air monitoring data from industry-wide surveys or calculations based on the composition and chemical/physical properties of a substance demonstrating that a material or process cannot release chromium (VI) at or above 0.5 µg/m3 as an 8-hour TWA under expected conditions. See the Objective data definition in 1910.1026(b) and the exemption language in 1910.1026(a)(4).

• Objective data must reflect workplace conditions closely resembling your current processes, materials, controls, and work practices.

Yes — under the performance-oriented option, employers may use historical monitoring data, objective data, or any combination with current air monitoring data to accurately characterize employee exposures, provided the data reflect workplace conditions closely resembling current operations. See 1910.1026(d)(3).

• Make sure historical data are from similar processes, materials, controls, work practices, and environmental conditions as required in the standard.

If observing monitoring requires entry into an area where protective clothing or equipment is required, the employer must provide the observer with the necessary clothing and equipment and ensure they use it and follow all applicable safety procedures. See 1910.1026(d)(6)(ii).

• The employer must also ensure observers are trained or instructed in the safe use of the provided equipment and procedures for that area.

For painting of aircraft or large aircraft parts in the aerospace industry, employers must use engineering and work practice controls to reduce chromium (VI) exposures to or below 25 µg/m3 unless infeasible, and must supplement those controls with respiratory protection to achieve the PEL. See 1910.1026(f)(1)(ii).

• This provision recognizes the unique challenges of large-scale aerospace painting but still requires protective measures and respiratory protection.

Employees must remove chromium (VI)-contaminated protective clothing and equipment at the end of the work shift or when their task that involves chromium (VI) exposure is finished, whichever comes first.

• Employers are required to ensure this removal under 1910.1026(h)(2)(i).
• This helps prevent off‑shift contamination of non‑work areas and limits ongoing exposure to chromium (VI).

No — employees may not remove chromium (VI)-contaminated protective clothing or equipment from the workplace except for workers whose job is to launder, clean, maintain, or dispose of it.

• The prohibition is explicit in 1910.1026(h)(2)(ii).
• Only designated laundry/maintenance/disposal personnel may handle items offsite, and employers should control access to prevent contamination of employees' homes or public areas.

Contaminated clothing and equipment removed for laundering, cleaning, maintenance, or disposal must be stored and transported in sealed, impermeable bags or closed impermeable containers, and those bags/containers must be labeled consistent with the Hazard Communication Standard.

• Storage and transport requirements are in 1910.1026(h)(2)(iii).
• Labeling must follow the Hazard Communication Standard in 1910.1200 as required by 1910.1026(h)(2)(iv).
• Use closed, impermeable packaging and clear HCS‑compliant labels so laundry/maintenance staff know the hazard and required precautions.

Employers must clean, launder, repair, and replace contaminated protective clothing and equipment as needed to keep them effective, and they must prohibit blowing, shaking, or any action that disperses chromium (VI) into the air or onto a person.

• The duty to maintain PPE is stated in 1910.1026(h)(3)(i).
• The prohibition on removal methods that disperse contamination is in 1910.1026(h)(3)(ii).
• Use wet methods, HEPA vacuums, or contained laundering processes rather than any practice that creates airborne dust or transfers contamination to skin or clothing.

Employers must inform laundry or cleaning personnel that chromium (VI) is potentially harmful and provide instructions to minimize skin or eye contact and to prevent releasing airborne chromium (VI) above the PEL.

• The requirement is set out in 1910.1026(h)(3)(iii).
• Provide written warnings, handling instructions, and appropriate PPE guidance so cleaners can process items safely and prevent worker exposures or environmental releases.

Employers must provide change rooms where protective clothing is required and ensure change rooms have separate storage that prevents cross‑contamination between protective clothing and street clothes.

• The general requirement for change rooms and washing facilities is in 1910.1026(i)(1).
• The separate storage requirement to prevent cross‑contamination is in 1910.1026(i)(2).
• Employers should provide lockers or sealed bins and procedures to ensure street clothing is not contaminated by chromium (VI).

Employers must provide accessible washing facilities that can remove chromium (VI) from the skin, and employees who have skin contact must wash their hands and faces at the end of the shift and before eating, drinking, smoking, chewing, applying cosmetics, or using the toilet.

• Facility and usage requirements appear in 1910.1026(i)(3)(i) and 1910.1026(i)(3)(ii).
• Make sinks, soap, and cleaning supplies readily available near work areas to ensure timely decontamination and to reduce ingestion or dermal exposure.

If employees may eat or drink where chromium (VI) is present, employers must keep eating areas as free as practicable of chromium (VI), prevent entry with contaminated protective clothing unless surface contamination has been removed without dispersing it, and prohibit eating, drinking, smoking, chewing, or applying cosmetics in regulated or skin/eye contact areas.

• The cleanliness requirement for eating areas is in 1910.1026(i)(4)(i).
• The rule preventing entry with contaminated clothing unless decontaminated by non‑dispersive methods is in 1910.1026(i)(4)(ii).
• Prohibited activities in regulated or contamination areas are listed in 1910.1026(i)(5).

Employers must keep surfaces as free as practicable of chromium (VI) accumulations, clean up spills promptly, and use HEPA‑filtered vacuuming or other methods that minimize exposure as the primary cleaning approaches, with dry sweeping/shoveling permitted only if other methods have been tried and failed.

• General housekeeping duties are in 1910.1026(j)(1)(i)–(ii).
• Preferred cleaning methods are in 1910.1026(j)(2)(i)–(ii).
• Plan cleaning programs using HEPA vacuums, wet methods, or other controls before resorting to dry methods.

Compressed air may be used to remove chromium (VI) only if it is used with a ventilation system that captures the resulting dust cloud or if no feasible alternative method exists.

• Those narrow exceptions are specified in 1910.1026(j)(2)(iii) and its subparts 1910.1026(j)(2)(iii)(A) and 1910.1026(j)(2)(iii)(B).
• Employers should document why no alternative is feasible or demonstrate capture ventilation is provided before allowing compressed air.

Cleaning equipment must be handled so it does not reintroduce chromium (VI) into the workplace, for example by containing and sealing collected dust, using impermeable bags, and decontaminating tools before reuse.

• The handling requirement is in 1910.1026(j)(2)(iv).
• Follow procedures for safe transfer, disposal, and cleaning of vacuums, brushes, and other tools to prevent redistributing contamination.

Contaminated waste, scrap, and debris intended for disposal must be collected and placed in sealed, impermeable bags or closed impermeable containers and labeled in accordance with the Hazard Communication Standard, 29 CFR 1910.1200.

• Disposal container requirements are in 1910.1026(j)(3)(i).
• Labeling requirements are in 1910.1026(j)(3)(ii) and must comply with 1910.1200.

Employers must offer medical surveillance at no cost to employees who are or may be exposed at or above the action level for 30 or more days per year, employees with signs or symptoms of chromium (VI) health effects, and employees exposed during an emergency.

• The eligibility criteria are described in 1910.1026(k)(1)(i)(A)–(C).
• All required medical exams must be performed by or under the supervision of a PLHCP as stated in 1910.1026(k)(1)(ii).

Medical examinations must be provided within 30 days after initial assignment (unless a qualifying exam was done in the prior 12 months), annually, and additionally when recommended by the PLHCP, when signs or symptoms appear, after emergency exposures, and at termination (with some timing exceptions).

• The full list of required frequencies is in 1910.1026(k)(2)(i)–(vi).
• Keep scheduling procedures in place so employees receive exams promptly after hire, annually, and after qualifying events.

A medical examination must include a medical and work history focused on chromium (VI) exposures and respiratory/skin issues, a physical exam of the skin and respiratory tract, and any additional tests the PLHCP deems appropriate.

• Required contents are listed in 1910.1026(k)(3)(i)–(iii).
• Provide truthful exposure histories and PPE use records to the PLHCP to support appropriate testing and evaluation.

Employers must give the PLHCP a copy of the standard and information on the employee's duties related to chromium (VI), past/current/future exposure levels, PPE use (including durations), and records of prior employment-related medical exams under employer control.

• The specific information requirements are in 1910.1026(k)(4)(i)–(iv).
• Supplying complete exposure and PPE histories lets the PLHCP give accurate medical opinions and recommendations.

The PLHCP's written opinion must state whether the employee has any medical condition increasing risk from further chromium (VI) exposure, recommend any exposure or PPE limitations, and confirm the PLHCP explained results to the employee; the employer must give the employee a copy within two weeks of receiving the opinion.

• These requirements are in 1910.1026(k)(5)(i)–(iii).
• The PLHCP must not reveal unrelated diagnoses to the employer per 1910.1026(k)(5)(ii).

Employers must include chromium (VI) in their Hazard Communication program, address hazards at least including cancer, eye irritation, and skin sensitization, ensure employees have access to labels and safety data sheets, train employees on the standard's content and the medical surveillance program, and make a copy of 1910.1026 available at no cost.

• Hazard classification and program duties are in 1910.1026(l)(1)(i)–(iii).
• Employee training and availability of the standard are in 1910.1026(l)(2)(i)–(ii).
• Training must cover the Hazard Communication Standard, 1910.1200 requirements as they apply to chromium (VI).

Employers must keep accurate air monitoring records that include dates, operations monitored, sampling/analysis methods and results, number/duration of samples, PPE used, and names/job classifications of employees represented; historical monitoring relied upon must also be kept, and exposure records must be maintained and made available under 29 CFR 1910.1020.

• Record content is specified in 1910.1026(m)(1)(i)–(iii).
• Historical monitoring requirements are in 1910.1026(m)(2)(i), and availability follows 1910.1020.

Employers must launder, repair, and replace protective clothing and equipment as needed to maintain their effectiveness.

• The ‘‘as needed’’ performance requirement is stated in 1910.1026(h)(3)(i).
• Inspect PPE regularly and establish a schedule and criteria for laundering and replacement so items remain protective and uncontaminated.

No — employees are prohibited from eating, drinking, smoking, chewing tobacco or gum, applying cosmetics, or carrying/storing those products in regulated areas or areas where skin or eye contact with chromium (VI) occurs.

• The prohibition is explicit in 1910.1026(i)(5).
• Employers should post signs, designate safe eating areas, and enforce the rule to prevent ingestion or dermal exposure.

Bags or containers of chromium (VI)-contaminated clothing or waste removed for laundering, cleaning, maintenance, or disposal must be labeled in accordance with the Hazard Communication Standard, 29 CFR 1910.1200.

• The labeling requirement for removed protective clothing is in 1910.1026(h)(2)(iv).
• The labeling requirement for waste and debris is in 1910.1026(j)(3)(ii), and labels must comply with 1910.1200.

Yes — an employer may use historical monitoring data to determine employee exposures to chromium (VI) only when the historical record shows the data were collected under conditions that match the current job and meet the rule’s accuracy requirements. See 1910.1026(m)(2)(ii).

• The rule requires the employer to document that the historical data meet the accuracy requirements and that processes, materials, environmental conditions and other relevant factors are essentially the same as the current job (1910.1026(m)(2)(ii)(A)–(E)).
• If you rely on historical monitoring, you must keep those records and make them available in accordance with 29 CFR 1910.1020, as required by 1910.1026(m)(2)(iii).

In short: historical data can substitute for new sampling only if the employer documents that the data are accurate and the workplace conditions are essentially the same, and the employer maintains those records per 29 CFR 1910.1020.

The historical monitoring record must show the following specific conditions before you can rely on it to determine exposures under 1910.1026(m)(2)(ii):

• That the data were collected using methods meeting the accuracy requirements of paragraph (d)(5) (1910.1026(m)(2)(ii)(A)).
• That the processes and work practices in place when the historical data were collected are essentially the same as those to be used on the current job (1910.1026(m)(2)(ii)(B)).
• That the chromium (VI) containing material handled then is the same as on the current job (1910.1026(m)(2)(ii)(C)).
• That the environmental conditions (ventilation, temperature, etc.) when the historical data were taken are the same as for the current job (1910.1026(m)(2)(ii)(D)).
• Any other data relevant to the operations, materials, processing, or employee exposures covered by the exception (1910.1026(m)(2)(ii)(E)).

Keep a clear, written record of these items so you can justify using historical data instead of new monitoring.

You must include the following minimum information in the objective data record used to support a determination about chromium (VI) release, as required by 1910.1026(m)(3)(ii):

• The chromium-containing material in question (1910.1026(m)(3)(ii)(A)).
• The source of the objective data (1910.1026(m)(3)(ii)(B)).
• The testing protocol and the results of testing or analysis for the release of chromium (VI) (1910.1026(m)(3)(ii)(C)).
• A description of the process, operation, or activity and how the data support your determination (1910.1026(m)(3)(ii)(D)).
• Any other relevant data for the process, operation, material, or employee exposures (1910.1026(m)(3)(ii)(E)).

Keep these elements together so inspectors, employees, or the physician can see exactly how the objective data support your exposure decision.

Yes — the employer must keep an accurate record of all objective data relied upon and must make those records available in accordance with the employee-record access rules at 29 CFR 1910.1020. See 1910.1026(m)(3)(i) and 1910.1026(m)(3)(iii).

• The rule requires maintaining accurate objective data records and making them available under 29 CFR 1910.1020, which addresses who may access exposure and medical records and under what conditions.

If you rely on objective data, make sure the records are complete and available to employees, former employees, and designated representatives as required by 29 CFR 1910.1020.

The employer must establish and keep an accurate medical record for each employee covered by medical surveillance and include the employee’s name, a copy of the PLHCP’s written opinions, and the information provided to the PLHCP as required by the rule. See 1910.1026(m)(4)(i)–(ii) and the specific items at 1910.1026(m)(4)(ii)(A)–(C).

• Required items include the employee’s name (1910.1026(m)(4)(ii)(A)), a copy of the PLHCP’s written opinions (1910.1026(m)(4)(ii)(B)), and a copy of the information given to the PLHCP under 1910.1026(k)(4) (1910.1026(m)(4)(ii)(C)).
• Medical records must be maintained and made available in accordance with 29 CFR 1910.1020, per 1910.1026(m)(4)(iii).

Keep these medical records complete and secure, and follow 29 CFR 1910.1020 for access and retention details.

It means the historical exposure measurements you rely on must have been collected using sampling and analytical methods that meet the accuracy criteria set by the rule in paragraph (d)(5); you must document that fact in the historical record. See 1910.1026(m)(2)(ii)(A) and review the accuracy requirements in paragraph (d)(5) of 1910.1026 for the specific technical criteria to be met.

• If the historical methods don’t meet paragraph (d)(5) accuracy, you cannot rely on those data to make exposure determinations under the exception.

Consult the rule’s paragraph (d)(5) for the detailed method and accuracy requirements before relying on historical monitoring.

The rule’s compliance dates depend on employer size and on engineering-control deadlines: employers with 20 or more employees had most obligations (except engineering controls) start November 27, 2006; employers with 19 or fewer employees had those same obligations start May 30, 2007; and the engineering controls required by paragraph (f) had to be implemented no later than May 31, 2010 unless an earlier settlement date applied. See 1910.1026(n)(1), 1910.1026(n)(2), and 1910.1026(n)(3)–(n)(4).

• If your facility was part of the settlement agreement in appendix A, engineering controls deadlines could be earlier (see 1910.1026(n)(4)).

Check these sections to confirm which deadlines applied to your workplace.