Temporary workers get hurt more often than permanent employees. Not because they’re careless—but because they’re new to unfamiliar environments, may receive inadequate training, and sometimes aren’t fully integrated into safety cultures. This is a preventable problem.
OSHA holds both staffing agencies and host employers responsible for temporary worker safety. (Source: OSHA.gov) But beyond compliance, protecting temporary workers is simply the right thing to do—and it’s good business. Injuries hurt people, disrupt operations, and cost money.
Why Temporary Workers Face Higher Risk
Several factors contribute to elevated injury rates among temporary workers. They’re unfamiliar with specific workplace hazards. They may receive less thorough training than permanent employees. They might hesitate to ask questions or report concerns. And they’re sometimes assigned tasks without adequate preparation.
None of these factors are inevitable. Employers who recognize and address them achieve safety performance with temporary workers comparable to their permanent workforce.
Training Temporary Workers Properly
Safety training for temporary workers should match what permanent employees receive—tailored to the hazards they’ll actually encounter. This includes general site orientation covering emergency procedures and overall hazards, specific training on equipment and tasks they’ll perform, and chemical hazard communication if they’ll encounter hazardous materials.
Don’t shortcut training because you’re busy or because they’re temporary. The first days are when injury risk is highest—thorough training is an investment in prevention.
Shared Responsibility Between Employers
Safety responsibility is shared between the staffing agency and the host employer. Generally, the staffing agency is responsible for general safety awareness training, communicating known hazards to workers, and ensuring workers are suitable for the roles assigned.
The host employer is responsible for site-specific safety training, providing safe working conditions, supplying necessary PPE, and supervising work safely. Clear communication between your temp agency in Columbus Ohio and your safety team ensures nothing falls through the cracks.
Including Temps in Safety Culture
Safety culture isn’t about rules posted on walls—it’s about how people actually behave and what the organization truly values. Temporary workers should be part of that culture from day one.
Include temporary workers in safety meetings and communications. Encourage them to report hazards and concerns. Make clear that safety expectations apply to everyone, regardless of employment status. When temps see that safety is genuinely valued—not just discussed—they’re more likely to behave safely.
Supervision and Oversight
New workers need closer supervision. This applies to temporary workers who are new to your site and to the specific hazards present. Assign experienced workers to mentor temps during their initial period. Check in frequently to ensure they’re following safe practices and address issues before they become incidents.
Working with Your Staffing Partner on Safety
At Onsite Personnel, we take safety seriously. We provide general safety orientation to workers and communicate information you share about site hazards. We want to know about your safety requirements so we can send appropriately prepared workers.
Share your safety expectations with your staffing partner. Tell us about specific hazards, required training, and PPE requirements. Report any safety concerns about workers so we can address them. Safety is a shared commitment that works best when both parties communicate openly.
Partner on Safety
Onsite Personnel is committed to temporary worker safety.
📞 Call us: 614-930-2688
🌐 Visit: onsitepersonnel.com/contact-us
📍 Columbus Ohio office: Staffing Agency in Columbus Ohio
Your Questions About Temporary Worker Safety, Answered
Who’s responsible for temporary worker safety—us or the staffing agency?
Both. OSHA considers staffing agencies and host employers joint employers for safety purposes. Generally, the host employer controls site conditions and daily supervision; the staffing agency handles general training and worker suitability. Both parties should communicate to ensure comprehensive coverage.
Should temps receive the same safety training as permanent employees?
Yes—for hazards they’ll encounter. Training should match the work they’ll perform and the hazards they’ll face. Don’t provide less training because someone is temporary; they face the same risks.
What if a temporary worker gets injured?
Provide immediate first aid and medical care. Report the injury to your staffing agency immediately. Complete required OSHA documentation. Investigate the incident and implement corrective actions. The workers’ comp claim typically goes through the staffing agency, but the injury still requires proper response.
How do we ensure temps report safety concerns?
Create an environment where reporting is welcomed, not discouraged. Make clear that temporary workers can raise concerns without retaliation. Include them in safety meetings. Ask supervisors to check in about safety concerns specifically.
What safety information should we share with staffing agencies?
Share information about site hazards, required PPE, physical demands, training requirements, and any certifications needed. The more we know, the better we can prepare workers and identify appropriate candidates.
Can temporary workers refuse unsafe work?
Yes. Workers have the right to refuse work they reasonably believe poses imminent danger. If a temporary worker raises safety concerns, take them seriously. Don’t dismiss concerns just because they’re new or temporary.
How do we handle PPE for temporary workers?
The host employer typically provides PPE for site-specific hazards. General items like safety shoes are often the worker’s responsibility (and staffing agencies may have programs to help). Clarify PPE expectations with your staffing partner before workers arrive.
What safety records should we keep for temporary workers?
Document training provided, including dates and topics covered. Record any injuries or incidents. Keep these records as you would for permanent employees. In an OSHA inspection, you’ll need to demonstrate that temporary workers received appropriate training.