Lone Worker Policy
OSHA General Duty Clause §5(a)(1) — 29 CFR 1910.38
[Company Name]
[Company Street], [Company City], [State] [Company Zip]
Effective Date: [Policy Date]
Policy Owner: [Policy Owner Name], [Policy Owner Title]
1. PURPOSE AND SCOPE
1.1 This Lone Worker Policy (the "Policy") sets out the approach of [Company Name] to managing the health, safety, and welfare of employees and workers who carry out lone working activities. It establishes the procedures, responsibilities, and control measures required to protect lone workers against the hazards associated with working without close supervision or immediate access to assistance.
1.2 This Policy applies to all employees, contractors, temporary workers, and volunteers of [Company Name] who undertake any form of lone working, whether at a company facility, at a client or customer location, on the road, or in any other location where they may be without direct supervision.
1.3 The workplace currently employs approximately [Number of Employees] employees. This Policy has been developed based on a workplace risk assessment that evaluates hazards specific to lone working activities.
2. LEGAL FRAMEWORK
2.1 This Policy is issued by [Company Name] in compliance with the following federal and state requirements:
- OSHA General Duty Clause, Section 5(a)(1) of the Occupational Safety and Health Act of 1970 (29 U.S.C. 654): Every employer must furnish a place of employment free from recognized hazards that are causing or are likely to cause death or serious physical harm. This duty extends to lone workers.
- 29 CFR 1910.38 — Emergency Action Plans: Employers must establish emergency action plans that address the procedures for reporting emergencies and for employee evacuation, including procedures for lone workers.
- 29 CFR 1910.146 — Permit-Required Confined Spaces: Entry into permit-required confined spaces requires attendant and entry supervisor roles and must not be performed by a lone worker.
- 29 CFR 1910.147 — The Control of Hazardous Energy (Lockout/Tagout): Certain lockout/tagout procedures require the presence of more than one worker.
- Applicable state OSHA requirements for the State of [State], including any state-specific lone worker or workplace violence prevention regulations.
2.2 In states with approved OSHA state plans, additional requirements may apply. For example, Cal/OSHA (California) has specific workplace violence prevention requirements under Labor Code Section 6401.9 that are relevant to lone workers.
3. DEFINITION OF LONE WORKING
Definition within this organization:
[Lone Worker Definition]
Lone working activities covered by this Policy:
[Lone Working Activities]
4. RISK ASSESSMENT
4.1 [Company Name] has conducted a job hazard analysis (JHA) of all lone working activities covered by this Policy, as required by the OSHA General Duty Clause. The key findings and controls are summarized below.
Risk Assessment Summary:
[Risk Assessment Summary]
4.2 Specific job hazard analyses are maintained for each category of lone working activity and are available from the Policy Owner. Risk assessments must be reviewed following any incident involving a lone worker, any change to lone working activities, or at the policy review date.
5. COMMUNICATION PROCEDURES AND CHECK-IN SYSTEM
Communication Procedures:
[Communication Procedures]
Check-in Frequency: [Check-in Frequency]
Primary Emergency Contact: [Emergency Contact Name] — [Emergency Contact Phone]
5.1 If a lone worker fails to make a scheduled check-in and cannot be contacted within 15 minutes of the missed check-in time, the emergency contact named above must initiate emergency response procedures, which may include contacting 911 and dispatching a colleague to the lone worker's last known location.
5.2 All lone workers must immediately report any incident, near miss, threatening encounter, or safety concern to their supervisor and the Policy Owner.
6. EMERGENCY PROCEDURES
6.1 In any immediate emergency, the lone worker must call 911 for police, fire, or ambulance services as appropriate.
6.2 The lone worker must then contact the Emergency Contact stated in this Policy as soon as it is safe to do so.
6.3 The Emergency Contact must initiate the organization's incident response procedures and ensure that OSHA reporting obligations are complied with. Under 29 CFR 1904.39, fatalities must be reported to OSHA within 8 hours, and in-patient hospitalizations, amputations, and losses of an eye must be reported within 24 hours.
6.4 All incidents involving lone workers must be recorded and investigated in accordance with the company's incident investigation procedure.
6.5 Post-incident support, including access to the Employee Assistance Program (EAP), must be offered to any lone worker involved in a significant incident.
7. PROHIBITED LONE WORKING ACTIVITIES
7.1 The following activities must not be performed by a lone worker under any circumstances:
[Prohibited Activities]
7.2 Any employee who is asked to perform a prohibited activity as a lone worker must immediately refuse and notify their supervisor. Employees will not be subject to retaliation for raising a safety concern, in accordance with Section 11(c) of the OSH Act (29 U.S.C. 660(c)).
8. TRAINING AND COMPETENCE
Training Requirements for Lone Workers:
[Training Requirements]
8.1 Under the OSHA General Duty Clause and applicable OSHA standards, [Company Name] must provide information, instruction, and training to ensure the safety of employees, including those who work alone. Training records for all lone workers are maintained by the Policy Owner.
8.2 New employees must complete lone worker training before undertaking any lone working activity. Refresher training must be completed annually.
9. RESPONSIBILITIES
Employer / Senior Management:
Ensure this Policy is implemented, resourced, reviewed, and communicated throughout the organization. Ensure that a job hazard analysis is conducted for all lone working activities. Provide adequate communication systems, training, and supervision for all lone workers.
Managers and Supervisors:
Identify all lone workers within their team and ensure they are aware of this Policy. Conduct or arrange activity-specific lone worker risk assessments. Monitor check-in compliance and initiate emergency response when a lone worker fails to check in. Report all lone worker incidents in accordance with this Policy.
Employees and Workers:
Comply with this Policy and all lone worker procedures. Complete required training before undertaking lone working. Carry and maintain communication devices as required. Check in with their supervisor at the frequency specified in this Policy. Report all incidents, near misses, and concerns to their supervisor or the Policy Owner.
10. POLICY REVIEW
10.1 This Lone Worker Policy will be reviewed by [Policy Owner Name] by [Review Date] and thereafter at least annually, or following any significant lone working incident, material change to lone working activities, or relevant change in OSHA requirements.
11. POLICY APPROVAL
This Policy has been approved by [Approved By Name] on [Policy Date] on behalf of [Company Name].
This Policy is governed by the laws of the State of [State] and complies with the OSHA General Duty Clause (Section 5(a)(1) of the OSH Act), 29 CFR 1910.38 (Emergency Action Plans), 29 CFR 1910.146 (Permit-Required Confined Spaces), and applicable state OSHA requirements.
Policy Owner Signature
[Policy Owner Name]
Signature
Date: ________________
Approved By — Senior Management
[Approved By Name]
Signature
Date: ________________
What Is a Lone Worker Policy?
A Lone Worker Policy in the United States records the organisation's binding rules on the matter it addresses.
In the United States, there is no single OSHA standard dedicated exclusively to lone workers. However, the OSHA General Duty Clause, Section 5(a)(1) of the Occupational Safety and Health Act of 1970 (29 U.S.C. 654), requires every employer to furnish a place of employment free from recognized hazards that are causing or are likely to cause death or serious physical harm. This obligation applies equally to employees who work alone. OSHA has used the General Duty Clause to cite employers who fail to protect lone workers from foreseeable hazards, particularly in cases involving workplace violence.
Several specific OSHA standards are directly relevant to lone working. The Emergency Action Plans standard (29 CFR 1910.38) requires employers to develop emergency procedures that account for all employees, including those working alone. The Permit-Required Confined Spaces standard (29 CFR 1910.146) explicitly requires the presence of an attendant and rescue team, making confined space entry a prohibited lone working activity. The Control of Hazardous Energy standard (29 CFR 1910.147) may require multiple workers for certain lockout/tagout procedures.
States with approved OSHA state plans may impose additional requirements. For example, Cal/OSHA in California has enacted a workplace violence prevention standard (Labor Code Section 6401.9) that requires employers to develop and implement a workplace violence prevention plan, which is particularly relevant for lone workers who interact with the public.
When Do You Need a Lone Worker Policy?
A Lone Worker Policy is needed by any employer whose employees work alone or in isolation for any period of time. This includes a wide range of industries and job functions, from field service technicians and property inspectors to night security guards, delivery drivers, home health aides, utility workers, and agricultural workers.
The policy is particularly critical in industries where lone workers face elevated risks. These include healthcare and social services (home health visits), utilities and telecommunications (field technicians), property management and real estate (property inspections), transportation and delivery (commercial drivers), security services (overnight patrols), construction and maintenance (remote site work), and agriculture (farm workers in remote areas).
The policy should be established before any employee begins lone working and should be reviewed at least annually. It must also be reviewed following any incident involving a lone worker, any material change to lone working activities, any organizational change that affects lone working, or any change in applicable OSHA requirements or state regulations.
OSHA inspectors may request to see the employer's lone worker procedures during an inspection, particularly following a workplace injury involving a lone worker. Having a written policy with documented risk assessments, communication procedures, and training records demonstrates compliance with the General Duty Clause and provides important protection in enforcement proceedings.
What to Include in Your Lone Worker Policy
A complete Lone Worker Policy must address several essential elements to comply with OSHA requirements and protect employees who work alone.
The scope and definition section should clearly define what constitutes lone working within the organization and identify all job roles and activities that involve lone working. The definition should encompass fixed-location lone working (such as night shift security), mobile lone working (such as field technicians), and remote or isolated lone working.
The risk assessment section should document the results of a job hazard analysis for each lone working activity, identifying the specific hazards and the control measures implemented. Under the General Duty Clause, the employer must demonstrate that recognized hazards have been identified and addressed.
Communication and check-in procedures are essential. The policy should specify the communication equipment provided, the check-in frequency and method, the designated emergency contact, and the escalation procedure when a lone worker fails to check in. Emergency procedures should address how lone workers report emergencies, the OSHA reporting requirements under 29 CFR 1904.39, and post-incident support.
Prohibited activities must be clearly listed. Certain OSHA standards, including 29 CFR 1910.146 for confined spaces and 29 CFR 1910.147 for lockout/tagout, require multiple workers and are therefore prohibited for lone workers.
Training requirements should describe the content and frequency of lone worker safety training, including hazard recognition, communication device operation, personal safety techniques, and emergency response. Responsibilities should be clearly assigned to senior management, supervisors, and individual employees. The policy review schedule and policy owner should be identified.
Sources & Citations
Statutory citations link to official government sources.
- 29 U.S.C. 654US – Cornell LII
- 29 CFR 1910.38US – eCFR
- 29 CFR 1910.146US – eCFR
- 29 CFR 1910.147US – eCFR
- 29 CFR 1904.39US – eCFR
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Lone Worker Policy (United States) [Legal document template]. Forms Legal. https://forms-legal.com/usa/business/policies/lone-worker-policy
"Lone Worker Policy (United States)." Forms Legal, 2026, https://forms-legal.com/usa/business/policies/lone-worker-policy.
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howpublished = {\url{https://forms-legal.com/usa/business/policies/lone-worker-policy}},
note = {Free legal document template. Based on Uniform Commercial Code (UCC)}
}Also available for these jurisdictions:
Frequently Asked Questions
A Lone Worker Policy sets out an organization's rules and expectations on a specific subject so that employees, customers, or users know what is required of them and what they can expect in return. A written Lone Worker Policy gives a business a consistent standard to apply, which supports fair treatment and creates a record the business can rely on if a dispute or investigation arises. Many policies also address legal compliance: workplace policies intersect with Title VII, the Americans with Disabilities Act, and the Fair Labor Standards Act, while privacy and data policies engage laws such as the California Consumer Privacy Act (CCPA). A clearly written Lone Worker Policy should state its scope, who it applies to, the rules themselves, and how the organization will handle violations. Distributing the Lone Worker Policy and obtaining acknowledgment from those it covers makes it more effective, because a policy that is never communicated offers little protection.
A Lone Worker Policy is enforceable to the extent it does not conflict with federal, state, or local law and has been properly communicated to the people it governs. A workplace Lone Worker Policy generally does not override the at-will employment presumption unless it promises specific terms, and employers often include language confirming the policy is not a contract. For consumer-facing policies, enforceability depends on adequate notice and, for online terms, the user's manifestation of assent, which courts examine closely. A Lone Worker Policy cannot require conduct that the law prohibits or waive rights that statutes protect, and provisions that do so are unenforceable even if signed. To strengthen a Lone Worker Policy, the organization should keep it consistent with current law, apply it uniformly, document distribution and acknowledgment, and update it when the underlying regulations change, because selective or outdated enforcement undermines its legal value.
A Lone Worker Policy should be reviewed at least annually and whenever the law, the business, or the relevant risks change, because an outdated policy can mislead the people it governs and expose the organization to liability. Employment policies may need revision when federal or state rules change, such as updates to leave laws, wage-and-hour requirements, or anti-harassment standards under Title VII. Privacy and data policies should track evolving requirements like the California Consumer Privacy Act (CCPA) and other state privacy statutes that continue to take effect. When the organization revises a Lone Worker Policy, it should date the new version, communicate the change to those affected, and obtain fresh acknowledgment where appropriate. Keeping prior versions on file shows what rule applied at a given time, which matters if a dispute concerns conduct that occurred under an earlier version of the Lone Worker Policy.
A Lone Worker Policy is legally binding in the United States once the parties capable of contracting sign it with the intent to be bound under Uniform Commercial Code (UCC). American contract law, drawn from the Restatement (Second) of Contracts and each state's common law, recognizes a Lone Worker Policy as enforceable when it shows offer, acceptance, consideration, and reasonably definite terms. Courts in the state whose law governs the agreement will hold the parties to its written terms unless a party proves fraud, duress, mistake, unconscionability, or that the subject matter is illegal. A signed Lone Worker Policy carries more evidentiary weight than an oral understanding because the writing fixes what each party promised and reduces later disputes over who agreed to what. To strengthen enforceability, the parties should each keep an original signed copy, date their signatures, and complete every blank rather than leaving terms open to interpretation by a judge.
A Lone Worker Policy is governed primarily by the law of the state where it is signed or where the parties agree it will apply, and the rules differ from one state to another. While the core contract principles — offer, acceptance, consideration, and capacity — are consistent nationwide, states set their own requirements on matters such as witnessing, notarization, recording, limitation periods, and mandatory disclosures. A Lone Worker Policy valid in one state may need extra formalities to be effective in another, which matters when the parties live in different states or the subject of the agreement is located elsewhere. Including a governing-law clause that names a single state reduces uncertainty about which rules apply if a dispute arises. The parties should confirm the requirements of the state whose law controls the Lone Worker Policy before signing, because following the wrong state's formalities can leave the document unenforceable or vulnerable to challenge.
A Lone Worker Policy does not require a lawyer in most routine situations, and many individuals and small businesses prepare one using a clear written template that covers the standard terms. American law does not condition the validity of a Lone Worker Policy on attorney involvement; what matters is that the parties understand the terms and sign voluntarily. Legal review becomes worthwhile when the amounts at stake are large, the relationship is complex, the parties are in different states, or the agreement involves unusual conditions, tax consequences, or rights that are difficult to reverse. An attorney can confirm the document complies with the governing state's law and tailor clauses such as indemnification, dispute resolution, and termination. For straightforward matters, a carefully completed Lone Worker Policy from forms-legal.com gives the parties a solid written record; consulting a licensed attorney remains the safer path whenever the consequences of a mistake would be costly or hard to undo.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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