Preparing for an OSHA Inspection

Oct 1, 2026, 3:29 PM

An OSHA inspection can be disruptive if unplanned. Understand what to expect during an inspection and how to prepare your furniture or home appliance retail operation to help reduce compliance risks, downtime, and financial loss.

Why OSHA May Inspect Your Business

• Employee complaints regarding unsafe conditions
• Referrals from other regulatory agencies
• General schedule inspections based on NAICS classification

Failure to comply may result in:

• OSHA citations and penalties
• Increased Workers’ Compensation losses
• General liability exposure

What To Do During an Inspection

• Designate one trained management escort
• Answer questions factually—do not speculate.
• Take parallel notes and photos of cited conditions
• Request clarification when standards are referenced

Three Parts of an OSHA Inspection

1. Opening Conference

   Presentation of credentials: The compliance officer shows official identification with a photo and serial number.

   Purpose and scope: The officer explains why OSHA selected the workplace (such as a complaint, accident, or random high-hazard targeting) and outlines what areas they will inspect.

   Team selection: The employer and employees choose their respective representatives to join the upcoming tour.

2. Walkaround

   Facility tour: The compliance officer, employer representative, and employee representative walk through the designated areas.

   Hazard checks: The officer looks for safety or health violations, takes photos or measurements, and notes unsafe conditions.

   Interviews and records: The officer privately interviews a number of workers and reviews safety documents like injury logs.

3. Closing Conference

   Discussion of findings: The officer talks about any observed violations and potential hazards with the employer.

   Corrective actions: They discuss required fixes, possible citations, and appropriate abatement timeframes (how fast the issue must be fixed).

   Next steps: The officer explains the employer’s rights, including informal conferences or contesting penalties.