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Department of Labor Updates 1,3-Butadiene Standard: What Small Business Owners Need to Know

The Department of Labor has recently submitted a new information collection request regarding the 1,3-Butadiene Standard for review and approval. If your business manufactures, handles, or uses this chemical compound, understanding this regulatory update is critical for maintaining compliance and protecting your workforce. Let’s break down what this means for your organization.

What Is the 1,3-Butadiene Standard?

1,3-Butadiene is a chemical compound commonly used in the production of synthetic rubber, plastics, and other industrial materials. The Occupational Safety and Health Administration (OSHA) has established strict standards to protect workers exposed to this potentially hazardous substance. The recent Department of Labor submission involves an information collection request (ICR) that will help OSHA gather data and documentation requirements from affected employers. This update ensures that workplace safety monitoring and reporting procedures remain current with industry practices and scientific understanding of the chemical’s risks.

Which Businesses Does This Affect?

This regulatory update primarily impacts small to large businesses operating in specific industries, including:

• Synthetic rubber manufacturing facilities
• Plastics and polymer production companies
• Chemical manufacturing plants
• Industrial facilities using 1,3-Butadiene in production processes
• Maintenance and cleanup contractors working in these environments

If your business falls into any of these categories, your HR and safety teams should begin preparing for potential compliance requirements now, before the rule is finalized.

What Employers Must Do to Comply

The primary compliance obligation involves maintaining accurate records and documentation of employee exposure to 1,3-Butadiene. Employers must establish systems for tracking exposure levels, implementing control measures, and documenting employee training. You’ll need to ensure your safety protocols align with OSHA standards and maintain detailed records for inspection purposes. Additionally, your organization should review current workplace monitoring equipment and verify that it meets updated standards for measuring chemical exposure.

Three Practical Compliance Steps

Step 1: Audit Your Current Documentation Systems

Begin by reviewing your existing safety records and exposure documentation. Many small businesses benefit from using comprehensive HR software like BambooHR HR software, which allows you to centralize employee safety training records, incident reports, and compliance documentation in one secure location. This makes it easier to demonstrate compliance during OSHA inspections.

Step 2: Update Your Employment Agreements and Safety Policies

Review and update your employment agreements to reflect current safety standards and chemical exposure protocols. LegalZoom employment agreements can provide templates specifically tailored to industries handling hazardous materials, ensuring your legal documents comply with DOL requirements.

Step 3: Conduct Employee Training and Monitoring

Schedule comprehensive safety training for all employees who handle or work near 1,3-Butadiene. Document all training sessions, update safety protocols based on current OSHA standards, and implement regular exposure monitoring programs. Ensure your team understands proper handling procedures, emergency response protocols, and personal protective equipment requirements.

Taking Action Now

Proactive compliance protects your employees and your business. Review the full regulatory document at the Federal Register and consult with your safety team or an OSHA compliance specialist to ensure your workplace meets all requirements.

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Department of Labor Updates Mining Regulations: What You Need to Know About Blacksmith Shop Rule Changes

The Department of Labor’s Mine Safety and Health Administration (MSHA) recently issued an important regulatory update that affects operators of underground metal and nonmetal mines. While this change may seem narrow in scope, it represents a significant modernization of outdated workplace safety requirements. If you operate or manage a mining operation, understanding this update is essential for maintaining compliance and avoiding potential penalties.

What Is the New Department of Labor Rule?

On June 25, 2026, MSHA eliminated outdated regulatory requirements specifically addressing blacksmith shops located at surface areas of underground metal and nonmetal (MNM) mines. These provisions, which had governed the operation and safety standards for blacksmith shops, are being officially removed from MSHA’s regulatory framework.

The rationale behind this change is straightforward: blacksmith shops are no longer used by modern MNM mining operations. As mining technology has evolved and evolved away from traditional blacksmithing practices, these regulations became obsolete. By eliminating these unnecessary requirements, MSHA is streamlining its regulatory code and reducing compliance burden on mining employers without compromising workplace safety.

Which Businesses Are Affected by This Regulation?

This regulatory update specifically affects underground metal and nonmetal mining operations that maintain surface facilities. While the rule itself is narrow—applying only to blacksmith shop requirements—any mining company operating in this sector should review its current compliance documentation to ensure it hasn’t been unnecessarily following these outdated provisions.

If your mining operation previously maintained blacksmith shop safety protocols in your written compliance programs or operational manuals, you should now remove or update these references. This ensures your regulatory documentation accurately reflects current MSHA requirements.

What Must Employers Do to Comply?

Compliance with this regulatory change is primarily about elimination rather than addition. Employers must stop following the outdated blacksmith shop requirements and ensure their safety protocols and documentation reflect the current regulatory landscape. This is an opportunity to audit and modernize your compliance materials.

Three Practical Compliance Steps for Mining Employers

Step 1: Audit Your Current Safety Documentation

Review all written safety policies, standard operating procedures, and compliance manuals to identify any references to blacksmith shop requirements. Remove or revise any outdated provisions that are no longer required under MSHA regulations. This comprehensive audit ensures your documentation stays current and prevents confusion among supervisors and workers.

Step 2: Update Your HR and Safety Record Systems

Use platforms like BambooHR HR software to update employee training records and compliance documentation. Ensure that any training modules related to blacksmith shop safety are either removed or clearly marked as archived. This creates a clear audit trail of your compliance efforts.

Step 3: Consult Legal Templates and Document Your Compliance

Consider reviewing your employment agreements and workplace safety policies using resources like LegalZoom employment agreements to ensure all documentation aligns with current regulations. Document the date you made these updates and keep records of your compliance review process.

Moving Forward

This regulatory update represents MSHA’s commitment to maintaining a modern, relevant regulatory framework. While this specific change affects only blacksmith shop requirements, it’s a reminder that all mining employers should regularly review their compliance programs to ensure they’re following current regulations. For more information, visit the full rule on the Federal Register.

New DOL Regulatory Update: What Coal Mine Operators Need to Know About Conveyor Belt Changes

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Understanding the Recent Department of Labor Regulatory Update

In June 2026, the Mine Safety and Health Administration (MSHA) announced significant regulatory changes affecting underground coal mining operations. The Department of Labor has removed outdated flame-resistance approval requirements for conveyor belts used in underground coal mines. This regulatory elimination represents an important update for mining companies, as these requirements contained outdated effective dates and are no longer applicable to modern mining operations.

The new rule (Document Number 2026-12793) streamlines compliance requirements by removing regulatory language that has become obsolete. For HR managers and small business owners operating in the coal mining industry, understanding these changes is essential for maintaining regulatory compliance and avoiding potential penalties.

Which Businesses Are Affected by This Regulatory Change

This Department of Labor update directly impacts companies that operate underground coal mines and use conveyor belt systems in their operations. The removal of outdated flame-resistance approval requirements affects:

• Underground coal mining operations of all sizes
• Coal mining contractors supplying conveyor belt systems
• Equipment manufacturers producing conveyor belts for underground mining
• Mining companies managing compliance documentation and safety protocols

If your business falls into any of these categories, you’ll need to review your current conveyor belt compliance procedures and update your safety documentation accordingly.

What Employers Must Do to Comply with the New Regulations

Compliance with this regulatory update requires a proactive approach. Employers must remove references to the outdated flame-resistance approval requirements from their operational procedures, safety manuals, and compliance documentation. Rather than viewing this as added burden, many mining companies see this as an opportunity to streamline their compliance processes and eliminate unnecessary administrative overhead.

To achieve full compliance, your organization should conduct a comprehensive audit of current policies, update employee training materials, and ensure all staff understand the changes. This is an excellent time to implement digital HR compliance solutions that keep your documentation current and accessible.

3 Practical Steps for Compliance

Step 1: Audit Your Current Documentation and Policies

Begin by reviewing all safety manuals, operational procedures, and compliance documents that reference the outdated conveyor belt flame-resistance requirements. Create a checklist of materials requiring updates. Using tools like BambooHR HR software, you can centralize documentation management and ensure nothing falls through the cracks during this transition period.

Step 2: Update Employee Training Materials and Safety Protocols

Revise all employee training programs, safety orientation materials, and operational guidelines to reflect the removal of outdated requirements. Communicate these changes to your workforce through team meetings or updated training modules. Document all training completion to demonstrate your commitment to regulatory compliance.

Step 3: Review and Update Employment Agreements and Safety Documents

Ensure your employment agreements and safety-related contracts reflect current regulatory standards. Consider using LegalZoom employment agreements to update any documents referencing outdated compliance requirements, ensuring your legal documentation aligns with current MSHA regulations.

Moving Forward with Your Compliance Strategy

This regulatory update simplifies compliance for underground coal mining operations. By taking these three practical steps, you’ll ensure your business remains in full compliance with MSHA standards while reducing administrative burden. Stay informed about future regulatory changes by regularly checking the Federal Register and consulting with legal professionals familiar with mining industry regulations.

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Department of Labor Workers’ Compensation Update: What Employers Need to Know About OWCP-915

The Department of Labor recently announced a significant update to workers’ compensation claim processes that affects how employers and employees handle medical and medication reimbursement requests. As a small business owner or HR manager, understanding these changes is crucial for maintaining compliance and streamlining your workers’ comp procedures. Let’s break down what this means for your organization.

Understanding the OWCP-915 Regulatory Update

The Department of Labor’s Office of Workers’ Compensation Programs (OWCP) has proposed revisions to the information collection requirements for two critical forms: the OWCP-915 Part A (Claim for Medical Reimbursement) and OWCP-915 Part B (Medication Reimbursement Request). This update is part of the agency’s ongoing effort to reduce paperwork burden on employers and workers while maintaining accurate documentation and compliance standards.

The revision focuses on streamlining how businesses and employees submit reimbursement requests, making the process clearer and more efficient. This is particularly important because workers’ compensation claims require detailed documentation to ensure proper processing and payment.

Which Businesses Are Affected by These Changes

This regulatory update primarily affects employers who are subject to the Federal Employees’ Compensation Act (FECA) and those who work with federal employees or contractors. However, the changes set important precedents that many states are considering for their own workers’ compensation programs. If your business employs federal workers, participates in federal contracts, or operates in states following federal guidelines, you need to pay attention to these requirements.

Even if you’re not directly impacted by FECA regulations, understanding these updates helps you prepare for similar changes in state-level workers’ compensation laws.

What Employers Must Do to Comply

Employers are required to ensure that workers’ compensation claims are processed using the correct forms and documentation standards outlined by OWCP. This means reviewing your current claim submission procedures, updating your documentation systems, and training HR staff on the new requirements. The Department of Labor is accepting public comments on these proposed changes, which means there’s a window of opportunity for employers to provide feedback before final implementation.

Your HR team must be prepared to guide employees through the reimbursement process accurately, ensuring all necessary documentation is complete and properly formatted.

Three Practical Compliance Steps for Your Business

Step 1: Audit Your Current Workers’ Compensation Documentation System

Review all the forms and processes your HR department currently uses for workers’ compensation claims. Compare them against the proposed OWCP-915 requirements to identify any gaps. Using a comprehensive HR system like BambooHR HR software can help you organize and track all compliance-related documentation in one centralized location.

Step 2: Create Clear Internal Procedures and Templates

Develop standardized procedures that your employees must follow when submitting reimbursement claims. Create templates and checklists that ensure all required information is included. LegalZoom employment agreements and documentation tools can help you establish proper employment documentation frameworks that align with federal requirements.

Step 3: Train Your HR Team and Communicate with Employees

Conduct training sessions for your HR staff on the OWCP-915 forms and processes. Create informational materials for employees explaining how to submit claims correctly. Regular communication prevents errors that could delay reimbursements or trigger compliance issues.

Stay informed about these regulatory changes and implement them promptly to protect your business and support your employees effectively.

OSHA’s Updated Overhead and Gantry Cranes Standard: A Compliance Guide for Small Business Owners

If your business operates equipment like overhead cranes, gantry cranes, or similar lifting machinery, you need to pay attention. The Occupational Safety and Health Administration (OSHA) has just extended its information collection requirements for the Overhead and Gantry Cranes Standard, and this affects how you document, maintain, and report on your crane operations. Whether you’re in manufacturing, construction, warehousing, or any industry using heavy lifting equipment, understanding these compliance obligations can save your business from costly violations and keep your workers safe.

Understanding OSHA’s Overhead and Gantry Cranes Standard

OSHA’s Overhead and Gantry Cranes Standard establishes mandatory safety requirements for employers who operate these types of equipment. The standard covers everything from equipment inspection and maintenance to operator qualifications and safe work practices. Recently, OSHA extended the Office of Management and Budget’s (OMB) approval of the information collection requirements associated with this standard—essentially confirming that employers must continue maintaining detailed records and documentation about their crane operations, inspections, and training.

This extension means the paperwork requirements aren’t going away. Your business must continue collecting, maintaining, and potentially submitting information about how you’re complying with crane safety regulations.

Legal Implications for Your Business

For small business owners and HR professionals, this OSHA action has several critical implications. First, the extension signals that OSHA is actively monitoring compliance in this area. Regulatory extensions often precede increased enforcement activity, as agencies use collected data to identify non-compliant employers.

Second, failure to maintain proper documentation can result in significant penalties. OSHA violations for crane-related incidents can cost tens of thousands of dollars per violation, and serious violations involving worker injuries can trigger criminal liability for business owners. Beyond financial penalties, inadequate safety practices expose your company to civil lawsuits from injured workers.

Third, the extended requirements mean your documentation burden isn’t decreasing. You must maintain comprehensive records of equipment inspections, maintenance logs, operator certifications, and safety training—and these records must be readily available for OSHA inspectors.

Three Essential Compliance Steps to Protect Your Business

Step 1: Conduct a Comprehensive Crane Safety Audit

Review all overhead and gantry equipment in your facility. Document current inspection schedules, maintenance records, and operator qualifications. Identify gaps in your documentation and create a plan to address them immediately. This audit should include equipment specifications, inspection checklists, and maintenance history for every crane in operation.

Step 2: Implement a Centralized Documentation System

Establish a single, organized system for storing all crane-related documentation. This includes inspection reports, maintenance records, operator certifications, safety training logs, and incident reports. Using an HR and employee management platform like BambooHR can help you organize and track employee training records and certifications in one accessible location, making OSHA compliance straightforward.

Step 3: Create a Training and Certification Program

Ensure all crane operators are properly trained and certified according to OSHA standards. Document all training sessions, competency assessments, and refresher courses. Platforms like Gusto integrate payroll with HR functions, allowing you to track employee certifications alongside compensation records. For businesses with hourly workers, Homebase provides labor law compliance tools that help manage scheduling while maintaining accurate records of trained operators.

Moving Forward

OSHA’s extension of information collection requirements for the Overhead and Gantry Cranes Standard isn’t just bureaucratic formality—it’s a clear signal that compliance matters. By conducting audits, implementing centralized documentation systems, and maintaining comprehensive training records, you’ll protect both your workers and your business.

Stay informed about regulatory changes that affect your business. Subscribe to Labor Law Wire Weekly for expert analysis of OSHA, NLRB, EEOC, and wage-hour enforcement actions delivered directly to your inbox every week.

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Understanding the New DOL MSHA Safety Standards Modification: A Guide for Small Business Owners

The Department of Labor recently released an important regulatory update that affects mining and extraction businesses. On June 24, 2026, the Mine Safety and Health Administration (MSHA) published a notice regarding a petition for modification of existing mandatory safety standards. If your business operates in the mining sector or employs workers in extraction industries, understanding this update is crucial for maintaining compliance and protecting your workforce.

What Is This Regulatory Update?

The notice published in the Federal Register (Document Number 2026-12665) summarizes a petition for modification submitted by Fossil Rock Resources, LLC to MSHA. This petition requests changes to how certain existing mandatory safety standards are applied in mining operations. Rather than creating entirely new regulations, this update addresses how current safety standards should be modified or adapted for specific operational circumstances.

Petitions for modification allow companies to request relief from certain safety regulations if they can demonstrate alternative methods that provide equivalent or greater worker protection. MSHA reviews these petitions carefully to ensure that any modifications maintain or improve workplace safety standards.

Which Businesses Are Affected?

This regulatory update primarily impacts businesses in the mining and mineral extraction industries. However, the scope of affected employers depends on the specific safety standards mentioned in the petition. Generally, companies affected include:

• Coal mining operations
• Metal mining facilities
• Non-metal mining operations
• Stone, sand, and gravel extraction businesses
• Other mineral processing facilities

If your business operates in these sectors, you should monitor the Federal Register for the final determination on this petition modification.

What Must Employers Do to Comply?

As an employer in the mining sector, your primary responsibility is to ensure your operations meet all applicable MSHA standards. While this particular notice is a petition summary, you should:

• Review the full petition details on the Federal Register website
• Assess whether the modification may apply to your specific operations
• Maintain current safety documentation and compliance records
• Train employees on all applicable safety standards
• Update your safety protocols if modifications are approved

Three Practical Compliance Steps for Your Business

Step 1: Document Your Current Safety Standards

Begin by conducting a comprehensive audit of your existing safety protocols. Use HR management tools like BambooHR HR software to maintain organized records of employee safety training, certifications, and compliance documentation. Proper documentation demonstrates your commitment to safety and helps identify gaps in your current practices.

Step 2: Create or Update Employment Agreements

Ensure all employment agreements clearly outline safety expectations and procedures. LegalZoom employment agreements provide templates specifically designed for industries with stringent safety requirements, helping you establish clear expectations from day one.

Step 3: Establish a Monitoring Protocol

Create a system to track regulatory updates and MSHA determinations. Assign responsibility to a team member or manager to regularly check the Federal Register and communicate any changes that affect your operations. This proactive approach ensures you respond quickly if the petition modification is approved.

Taking Action Today

Regulatory compliance protects both your employees and your business. Stay informed about MSHA updates and maintain robust safety practices to keep your workplace secure and compliant.

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Department of Labor Updates WIOA Affirmative Outreach Requirements: What Small Business Owners Need to Know

In June 2026, the Department of Labor issued a significant regulatory update that affects how employers who receive Workforce Innovation and Opportunity Act (WIOA) Title I financial assistance must handle recruitment and hiring practices. This rescission of affirmative outreach requirements marks an important shift in federal employment law that small business owners and HR managers need to understand.

What Is the WIOA Affirmative Outreach Rule?

The Workforce Innovation and Opportunity Act provides federal funding to help employers develop skilled workforces through training programs, apprenticeships, and job development initiatives. Previously, recipients of this financial assistance were required to implement affirmative outreach procedures—meaning they had to actively recruit from underrepresented populations and communities.

The Department of Labor’s June 23, 2026 rule (Document Number 2026-12645) rescinds these specific affirmative outreach regulatory requirements. Instead of mandatory active recruitment from designated groups, employers now have more flexibility in how they approach candidate sourcing and hiring practices related to WIOA-funded programs.

Which Businesses Are Affected by This Change?

This rule primarily impacts small and medium-sized businesses that have received or currently receive financial assistance under WIOA Title I. This includes employers who:

• Participate in registered apprenticeship programs funded through WIOA
• Receive training grants or subsidies for employee development
• Partner with workforce development boards on hiring initiatives
• Benefit from on-the-job training contracts

If your business has never received WIOA Title I funding, this change may have minimal direct impact on your operations. However, understanding the broader implications helps you stay informed about employment law trends.

What Must Employers Do to Comply?

The rescission doesn’t mean WIOA recipients have no obligations—it means the specific affirmative outreach requirements have been eliminated. Employers should:

• Review their current WIOA agreements with workforce development boards
• Understand that general anti-discrimination laws still apply
• Update recruitment policies to align with the new regulatory landscape
• Maintain documentation of hiring practices for compliance purposes

Three Practical Compliance Steps for HR Managers

Step 1: Audit Your Current Practices

Review your existing recruitment and hiring procedures. If you’ve been following affirmative outreach requirements, document how your practices may change. Ensure your updated approach still complies with Title VII of the Civil Rights Act and other federal employment laws. Tools like BambooHR HR software can help track and document your hiring processes systematically.

Step 2: Update Employment Documentation

Revise your recruitment policies, job descriptions, and hiring guidelines to reflect the current regulatory requirements. Consider consulting with legal professionals about proper employment agreements. LegalZoom employment agreements provide templates that reflect current legal standards.

Step 3: Communicate Changes Internally

Brief your HR team and hiring managers about what this rescission means for your organization. Make sure everyone understands that while affirmative outreach requirements have changed, fair hiring practices remain non-negotiable.

Stay Informed and Compliant

Employment law continually evolves. Subscribe to Department of Labor updates and consult with employment law specialists to ensure your business remains compliant with all applicable regulations.

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New Department of Labor Rule on Hearing Loss Testing: What Small Business Owners Need to Know

The U.S. Department of Labor has recently proposed significant updates to hearing loss testing standards under the Longshore and Harbor Workers’ Compensation Act (LHWCA). If your business operates in maritime, port, or longshore industries, this regulatory change could directly impact your workers’ compensation claims process and employee health protocols.

Understanding the New LHWCA Hearing Loss Testing Rule

The Department of Labor’s Workers’ Compensation Programs Office has issued a proposed rule to modernize quality standards for hearing loss testing under LHWCA. Currently, the program relies primarily on traditional audiograms and the American Medical Association’s Guides to the Evaluation of Permanent Impairment for assessing hearing damage claims.

The new regulation considers incorporating objective testing methods such as Auditory Brainstem Response (ABR), Auditory Steady State Response (ASSR), and Otoacoustic Emissions (OAE) testing. These advanced technologies offer potentially more reliable and objective measurements of hearing loss compared to conventional audiogram testing, which can sometimes be influenced by patient cooperation and subjective responses.

Which Businesses Are Affected by This Rule

This regulatory update primarily affects employers in longshore and harbor industries, including port facilities, maritime operations, shipping companies, and related marine industries. If your business employs workers covered under LHWCA—particularly those exposed to occupational noise hazards—your organization will need to understand these new testing standards.

Even if you operate outside maritime industries, the changes may influence broader workers’ compensation best practices across sectors with noise exposure risks, including construction, manufacturing, and industrial operations.

What Employers Must Do to Comply

Compliance with the updated hearing loss testing standards requires several key actions. First, employers must familiarize themselves with the new testing methodologies and understand how objective testing compares to traditional audiograms. Second, you’ll need to ensure your occupational health service providers and audiologists are trained in administering these new testing methods when required. Finally, update your workers’ compensation claims procedures and medical evaluation protocols to align with the new standards once the rule is finalized.

Documentation is critical throughout this process. Maintaining accurate records of all hearing tests, medical evaluations, and compliance measures protects both your employees and your organization.

Three Practical Compliance Steps for Your Business

Step 1: Review Your Current Hearing Testing Protocols

Audit your existing occupational health programs and hearing conservation procedures. Identify which employees undergo hearing testing and ensure your current protocols meet or exceed proposed standards. Document everything meticulously using BambooHR HR software, which helps centralize employee health and compliance documentation.

Step 2: Update Your Employment Agreements and Health Policies

Review your employment agreements and occupational health policies to reflect the new testing standards. LegalZoom employment agreements can help you create or update templates that address hearing testing and workers’ compensation requirements specific to your industry.

Step 3: Partner with Updated Medical Service Providers

Contact your occupational health providers and verify they can administer both traditional and objective hearing tests. Establish clear protocols for which testing methods apply to different employee roles and exposure levels, and ensure your medical partners understand the updated LHWCA requirements.

Looking Ahead

This proposed rule represents the Department of Labor’s commitment to modernizing workers’ compensation standards based on current medical technology. By proactively reviewing your compliance posture now, you’ll be better positioned when these regulations take effect.

Small business owners and HR managers should stay informed about the public comment period and final rule publication to ensure their organizations transition smoothly to new standards.

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DOL Updates Funeral Expense Certification Requirements: A Guide for Small Business Employers

The U.S. Department of Labor recently issued a correction to its Longshore and Harbor Workers’ Compensation Act (LHWCA) regulations regarding the Certification of Funeral Expenses form (LS-265). If your business operates in maritime, dock, or harbor industries, this update affects how you handle employee death benefits and funeral expense claims. Here’s what you need to know.

Understanding the Department of Labor Regulatory Update

On June 22, 2026, the Labor Department’s Workers’ Compensation Programs Office published a corrected notice clarifying the collection of information requirements for funeral expense certification under the LHWCA. The original notice, released June 9, 2026, contained an administrative error that required immediate correction.

This regulatory update addresses the LS-265 form specifically—the official certification document employees and employers must complete when claiming funeral expenses under LHWCA coverage. While this might seem like a minor bureaucratic correction, it’s essential for maintaining compliance with federal workers’ compensation requirements and ensuring benefits reach grieving families without unnecessary delays.

Which Businesses Are Affected

This rule primarily impacts employers in maritime-related industries, including:

• Longshore and harbor workers’ employers
• Shipping companies and port operators
• Shipbuilding and ship repair facilities
• Stevedoring companies
• Businesses with federal contract work involving maritime operations

If your small business operates in these sectors and employs workers covered under LHWCA, you must understand these funeral expense certification requirements. Non-compliance can delay death benefits to employees’ families and expose your company to federal penalties.

What Employers Must Do to Comply

Under this corrected regulation, employers must ensure proper funeral expense certification procedures are in place. This means having accurate, updated processes for submitting and processing LS-265 forms when an employee death occurs. Your HR team needs to understand eligibility requirements, documentation procedures, and submission deadlines to protect both your employees and your company.

Compliance also requires maintaining detailed records of all funeral expense claims and certifications. The Department of Labor may request documentation during audits, making accurate record-keeping critical for your business’s regulatory standing.

Three Practical Compliance Steps

Step 1: Update Your LHWCA Documentation and Procedures

Review your current funeral expense certification procedures immediately. Ensure your HR team has access to the corrected LS-265 form from the Department of Labor website. Document your internal processes for handling death claims, including notification procedures, form completion responsibilities, and submission timelines. Consider using BambooHR HR software to maintain organized records of all LHWCA-related documentation and compliance deadlines.

Step 2: Train Your HR and Management Team

Schedule training sessions to ensure your team understands the updated certification requirements. Your managers and HR staff should know the proper procedures for completing LS-265 forms, required supporting documentation, and submission protocols. Proper training prevents costly delays that can strain relationships with grieving families during difficult times.

Step 3: Review and Update Employment Agreements

Examine your employment agreements and employee handbooks to ensure they accurately reflect LHWCA funeral benefit processes. Consider using LegalZoom employment agreements templates designed for maritime industries to ensure your documentation meets federal requirements and clearly explains employee benefits.

Moving Forward

Regulatory compliance protects your business while ensuring your employees receive the benefits they deserve. Take action today to implement these three practical steps and keep your LHWCA procedures current.

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Department of Labor LS-266 Update: What Small Business Owners and HR Managers Need to Know

On June 22, 2026, the Department of Labor issued a corrective notice regarding the Application for Continuation of Death Benefit for Student (LS-266) form. While this may sound technical, it’s important for small business owners and HR managers to understand how this regulatory update affects your workplace compliance obligations, particularly if you employ workers covered under the Longshore and Harbor Workers’ Compensation Act (LHWCA).

What Is the LS-266 Regulatory Update?

The Department of Labor’s Workers’ Compensation Programs Office published a correction to a previous notice from June 9, 2026. The original notice mistakenly referenced the Administration of the Longshore and Harbor Workers’ Compensation Act when discussing the LS-266 form. The correction clarifies that the form specifically pertains to applications for continuing death benefits for eligible students whose parents were covered workers under LHWCA protections.

This form is used when a covered employee passes away, and their dependent students need to apply for ongoing death benefit continuation. The Department of Labor is requesting public comment on extending this existing information collection without any changes to the current form requirements.

Which Businesses Does This Affect?

If your small business or organization operates in maritime, port, or harbor-related industries, this update directly impacts you. This includes:

• Shipping companies and port operators
• Stevedoring and longshore operations
• Marine construction companies
• Ship repair and maintenance businesses
• Other workers covered under federal LHWCA provisions

Even if you don’t operate in these specific industries, your HR department should review whether any employees are covered under LHWCA, as compliance is mandatory for affected employers.

What Employers Must Do to Comply

Your primary compliance responsibility involves understanding and properly administering death benefits when covered employees pass away. Specifically, you must:

• Ensure employees understand their LHWCA death benefit coverage and dependent protections
• Maintain accurate personnel records that document family and dependent information
• Provide eligible dependents with clear guidance on filing LS-266 applications when appropriate
• Cooperate with the Department of Labor’s Workers’ Compensation Programs Office when processing claims

3 Practical Compliance Steps for Your Business

Step 1: Audit Your Workforce Coverage

Review your employee roster to identify which workers are covered under LHWCA. Document this information in your HR system. Using cloud-based HR software like BambooHR HR software can help you maintain compliant employee records and easily track benefit eligibility across your organization.

Step 2: Update Your Employment Agreements

Ensure your employment agreements clearly outline LHWCA protections and death benefit provisions. Consider using templates from LegalZoom employment agreements to create legally compliant documentation that covers all necessary compliance elements and protects both your business and employees.

Step 3: Create a Death Benefit Resource Guide

Develop an internal guide explaining the LS-266 application process for beneficiaries. Include contact information for the Department of Labor’s Workers’ Compensation Programs Office and clear instructions on how dependents should proceed when filing claims. Make this information easily accessible to all affected employees and their families.

Stay Compliant Moving Forward

The Department of Labor’s correction underscores the importance of precise compliance documentation. By taking these three practical steps now, you’ll be better positioned to manage this regulatory requirement effectively while protecting both your employees and your business from potential compliance violations.

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