There are two sets of workplace safety laws: (1) workers’ compensation, an employer-funded insurance system that operates at the state level, and (2) the Occupational Safety and Health Act (OSHA), a federal law that mandates safety standards in the workplace.

Workers’ compensation—which consists of total disability, impairment, survivor, medical expense, and rehabilitation benefits—is intended to ensure prompt and reasonable medical care to employees injured on the job, as well as income for them and their dependents or survivors. It also encourages employers to invest in workplace safety by requiring higher insurance premiums from employers with numerous workplace accidents and injuries.

OSHA compels employers to provide a safe and healthy work environment, to comply with specific occupational safety and health standards, and to keep records of occupational injuries and illnesses. Its safety standards are enforced through a system of inspections, citations, fines, and criminal penalties.

The most significant safety, health, and behavioral issues for employers are AIDS, violence in the workplace, cumulative trauma disorders, fetal protection, hazardous chemicals, and genetic testing. In all of these areas, line managers must deal with a variety of practical, legal, and ethical questions that often demand a careful balancing of individual rights (especially privacy rights) with the needs of the organization.

Comprehensive safety programs are well-planned efforts in which management involves employees. Employee assistance programs (EAPs) are designed to help employees cope with physical, mental, or emotional problems (including stress) that are undermining their job performance. Wellness programs are preventive efforts designed to help employees identify potential health risks and deal with them before they become problems.