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New DOL Longshore Workers’ Compensation Rule: A Guide for Small Business Owners and HR Managers

The Department of Labor recently published a significant update regarding the Administration of the Longshore and Harbor Workers’ Compensation Act. If your business operates near waterways or employs maritime workers, this regulatory change directly affects your compliance obligations. Let’s break down what this means for your organization and how to prepare.

What Is This New Department of Labor Rule?

The Department of Labor’s Workers’ Compensation Programs Office has proposed an extension of information collection requirements under the Longshore and Harbor Workers’ Compensation Act (LHWCA). This rule streamlines reporting and documentation procedures while reducing administrative burden on employers and workers. The DOL is seeking public comment on these proposed changes to ensure the collection process is efficient, clear, and minimally burdensome for all parties involved.

The primary goal is to modernize how employers report worker compensation data, making the process more straightforward while maintaining compliance with federal standards. This update reflects the DOL’s commitment to reducing unnecessary paperwork while preserving worker protections.

Which Businesses Are Affected by This Rule?

This regulation specifically impacts employers in maritime and harbor-related industries, including:

• Shipping and dock operations
• Marine construction companies
• Port authorities and terminal operators
• Vessel repair and maintenance facilities
• Longshore operations and stevedoring companies
• Any business with employees covered under LHWCA

If you employ workers in these sectors, understanding and implementing this rule is essential to avoid penalties and ensure your workers receive proper compensation coverage.

What Must Employers Do to Comply?

Under this extended rule, employers must maintain accurate documentation of worker injuries, illnesses, and compensation claims. You’ll need to report information in the format specified by the DOL, ensuring data is submitted timely and completely. The updated requirements aim to simplify this process while maintaining federal oversight of worker safety and compensation standards.

Your HR team plays a crucial role in managing these compliance requirements. Implementing proper documentation systems and training staff on reporting procedures is essential for meeting these obligations.

Three Practical Compliance Steps

Step 1: Audit Your Current Documentation Systems

Review how your company currently records worker compensation data. Ensure your systems capture all required information in an organized, retrievable format. Using HR management software like BambooHR HR software can help automate documentation and ensure consistency across your organization.

Step 2: Update Employment Agreements and Policies

Review and update your employment agreements to reflect current LHWCA requirements. Consider using LegalZoom employment agreements to ensure your contracts include proper workers’ compensation language and comply with federal standards.

Step 3: Train Your HR Team

Conduct training sessions with your HR and management staff on the new reporting requirements. Ensure everyone understands submission deadlines, required documentation, and proper procedures for handling injury claims. This foundational knowledge prevents costly mistakes.

Moving Forward

Staying ahead of DOL regulations protects your business, your workers, and your bottom line. The extended LHWCA information collection requirements represent an opportunity to strengthen your compliance infrastructure. Start implementing these steps today to ensure smooth operations and full regulatory compliance.

For more details on this rule, visit the Federal Register notice.