Job briefing requirements

The employer must provide the employee in charge with all available information that relates to the determination of existing characteristics and conditions required by 1926.950(d).

• This means any reports, drawings, inspection findings, known hazards, site conditions, and other data that help identify hazards and work conditions before the job starts.
• Make sure the information is current and specific to the job site so the employee in charge can plan a safe job briefing and controls.

(See 1926.952(a)(1).)

The employer must ensure that the employee in charge conducts a job briefing with the employees involved before they start each job. 1926.952(a)(2).

• The briefing must happen before any work begins so workers know hazards, procedures, and protections.
• The employer is responsible for making sure the briefing actually occurs even if a foreman or lead person performs it.

A job briefing must cover at least hazards associated with the job, the work procedures involved, special precautions, energy-source controls, and personal protective equipment requirements. 1926.952(b).

• Include specific hazards (chemical, fall, electrical, airborne, etc.), step-by-step procedures, lockout/tagout or other energy controls, and the exact PPE to be used.
• If there are site-specific hazards (e.g., asbestos), include the controls and respirator requirements that apply to that hazard.

If the work is repetitive and similar, at least one job briefing must be conducted before the start of the first job of each day or shift. 1926.952(c)(1).

• One pre-shift briefing can cover repetitive tasks for that day or shift, provided the hazards and procedures stay the same.
• If conditions change during the shift, additional briefings are required (see 1926.952(c)(2)).

Additional job briefings are required if significant changes occur during the work that might affect employee safety. 1926.952(c)(2).

• Examples of significant changes: an unexpected hazard appears, scope of work changes, new equipment or materials are introduced, personnel with different qualifications are added, or weather impacts safety.
• After such changes, stop work if necessary and conduct a focused briefing covering the new hazards and controls.

(Also consider performing or updating hazard assessments to confirm PPE and controls; see OSHA's PPE hazard assessment guidance at https://www.osha.gov/laws-regs/standardinterpretations/2024-03-28.)

A short discussion is acceptable for routine work when employees' training and experience let them recognize and avoid hazards; a detailed discussion is required when the work is complicated or particularly hazardous, or when employees cannot be expected to recognize and avoid hazards. 1926.952(d).

• Use a short briefing for familiar, low-risk tasks with experienced crews.
• Use a detailed briefing when tasks involve complex procedures, high hazards, new equipment, or less-experienced workers (see 1926.952(d)(2)(i)-(ii)).

A more extensive discussion is required if the work is complicated or particularly hazardous, or if employees cannot be expected to recognize and avoid the hazards involved. 1926.952(d)(2)(i)-(ii).

• Examples: complex lift operations, confined-space entry, high-voltage electrical work, asbestos removal, heavy rigging, or tasks with multiple simultaneous hazards.
• If a job requires special procedures (lockout/tagout, respirator program, scaffold erection), the briefing should walk through each control step and emergency actions.

An employee working alone does not need to conduct a job briefing, but the employer must ensure the tasks are planned as if a briefing were required. 1926.952(e).

• The employer should provide the lone worker with the same information and protections that a briefing would cover (hazards, procedures, special precautions, energy controls, and PPE).
• Planning should include emergency procedures and how the lone worker will summon help if needed.

No, 1926.952 does not require written records of job briefings; it requires that briefings be conducted but does not mandate documentation. 1926.952.

• Although not required by this section, keeping brief notes or sign-in sheets can help demonstrate compliance and improve communication.
• Keep in mind that other OSHA standards may require written hazard assessments or certifications (for example, PPE hazard assessment guidance in OSHA's interpretation at https://www.osha.gov/laws-regs/standardinterpretations/2024-03-28).

The "employee in charge" should be someone the employer assigns and equips with the available job information, and who has the training and experience to conduct an effective briefing. 1926.952(a)(1)-(2).

• That person must be able to explain hazards, procedures, and controls and answer workers' questions.
• If the job is routine, the employee in charge should still be capable of recognizing when a more detailed briefing is needed (see 1926.952(d)(1)).

A briefing must cover energy-source controls, explaining which energy sources need control, what lockout/tagout steps will be used, and who is responsible for each step. 1926.952(b).

• Identify all potential energy sources (electrical, hydraulic, pneumatic, thermal, chemical), isolation points, and verification steps.
• If a specific standard applies (for example, lockout/tagout procedures under the applicable OSHA standard), incorporate those requirements into the briefing and confirm workers understand them.

Yes, job briefings must include personal protective equipment requirements and should explain what PPE is required and how to use it. 1926.952(b).

• Employers must assess workplace hazards to determine appropriate PPE; see OSHA's interpretation on PPE hazard assessments at https://www.osha.gov/laws-regs/standardinterpretations/2024-03-28.
• The briefing should cover correct selection, fit, inspection, use, and maintenance of PPE.

Yes, employees of subcontractors who will be involved in the job must be included in the job briefing, and the employer must ensure the employee in charge conducts the briefing with all employees involved. 1926.952(a)(2).

• The controlling employer should coordinate with subcontractors so every worker understands hazards and controls.
• When multiple work parties are present, employers should also coordinate hazard assessments and PPE selection as discussed in OSHA's PPE interpretation at https://www.osha.gov/laws-regs/standardinterpretations/2024-03-28.

Yes, a toolbox talk can satisfy the job briefing requirement if it is conducted by the employee in charge before work begins and covers the required subjects (hazards, procedures, special precautions, energy controls, and PPE). 1926.952(a)(2) and (b).

• Ensure the toolbox talk is specific to the tasks and hazards for that job and not just a generic safety message.
• If conditions change during the shift, follow 1926.952(c)(2) and hold an additional toolbox talk that addresses the changes.

If the employee cannot be expected to recognize and avoid the hazards involved in the job, the employer must conduct a more extensive (detailed) discussion before work starts. 1926.952(d)(2)(ii).

• The detailed briefing should explain hazards step-by-step, provide demonstrations if needed, cover emergency procedures, and verify worker understanding.
• Supplement briefings with training, supervision, or pairing inexperienced workers with experienced personnel when necessary.

Yes, job briefings for asbestos remediation that fall under construction must follow 1926.952's job briefing requirements, and asbestos work in construction is covered by 29 CFR 1926.1101. 1926.952 and OSHA's asbestos interpretation at https://www.osha.gov/laws-regs/standardinterpretations/2024-11-14 explain that remediation involving asbestos-containing materials in construction settings is covered by the construction asbestos standard, 29 CFR 1926.1101.

• For asbestos jobs, briefings should include specific controls, monitoring, respirator use, and decontamination procedures per the asbestos standard.
• Because asbestos work is often high-hazard and regulated, conduct detailed briefings and follow all asbestos-specific program requirements.

Yes, if work changes between shifts in a way that could affect safety, additional job briefings must be held; at minimum, one briefing is required before the first job of each day or shift for repetitive work. 1926.952(c)(1)-(2).

• If the incoming shift faces changed conditions (different hazards, different equipment, altered procedures), hold a briefing to communicate those differences.
• Use the briefing to confirm handover of controls and any outstanding hazards.

Yes, job briefings should include emergency procedures and first-aid arrangements when the hazards present could cause serious injury, as part of covering special precautions and worker protections required by 1926.952(b).

• If specific standards require first aid or CPR training for the work (see OSHA's discussion of CPR retraining and standards at https://www.osha.gov/laws-regs/standardinterpretations/2023-02-23), include those procedures and who is trained on site.
• Ensure workers know how to summon help, the location of first-aid supplies, and on-site trained responders.