Montana Lone Worker

Our Guide To Lone Worker Safety Policy And Legislation In Montana

Since Montana is under federal OSHA jurisdiction, employers must comply with OSHA’s safety standards, including the General Duty Clause, which requires a workplace free from recognized hazards. While there is no specific OSHA regulation that targets lone workers, employers are still responsible for protecting them through planning, training, and supervision.

The Montana Department of Labor and Industry supports workplace safety through programs like safety consultations, compliance assistance, and public education initiatives. Although these programs do not carry enforcement power like OSHA, they are valuable tools for employers looking to enhance their safety culture.

How Montana Defines A Lone Worker

Montana does not provide a formal definition of a lone worker through its labor regulations. Following OSHA’s framework, a lone worker is considered any employee who performs job duties without close supervision or the presence of coworkers and may face hazards with no immediate assistance available.

Examples of lone workers in Montana include:

• Agricultural workers operating heavy equipment on remote ranches
• Utility and telecom technicians performing field repairs
• Oil and gas industry personnel working at isolated drilling sites
• Environmental scientists and surveyors collecting data off-grid
• Home health aides visiting clients in rural residences
• Night-shift cleaners and security staff working after hours

Recognizing and documenting these roles is the first step toward compliance and prevention.

Employing A Lone Worker In Montana

Montana employers must take proactive measures to protect lone workers through thorough risk assessments and comprehensive safety protocols. In addition to following OSHA requirements, businesses should develop internal policies that reflect the realities of Montana’s geography and industries.

Best practices include:

• Hazard Identification: Analyze job duties for location-specific risks such as wildlife, weather, or machinery use.
• Communication Systems: Implement regular check-ins, emergency communication channels, and fail-safe devices.
• Emergency Response Plans: Create response procedures for injury, illness, or unexpected threats in remote settings.
• Technology Support: Equip lone workers with GPS-enabled devices, panic buttons, or the Safe Lone Worker app.
• Policy Training: Ensure workers understand protocols and know how to activate emergency support if needed.

Employers are also encouraged to explore support from the Montana Department of Labor and Industry, particularly in developing injury prevention strategies and accessing training materials.

Learn How You Can Protect Your Employees With Loneworker.com

With Loneworker.com you can be equipped with the knowledge and the means to protect your employees and protect your business. Contact us today to learn more about how Loneworker.com can protect you and your employees.

REQUEST INFORMATION

How The Safe Lone Worker App Can Protect Montana Lone Workers And Employers

The Safe Lone Worker app is a powerful solution for employers in Montana to protect isolated employees in real time. It features GPS tracking, emergency alerts, timed check-ins, and fall detection, offering peace of mind for both workers and safety managers.

The app is especially valuable for organizations operating in Montana’s more remote areas, where quick emergency access may be limited. By integrating this tool into their safety programs, employers can meet OSHA expectations and support a stronger safety culture.

Montana Lone Worker Policies

Montana does not maintain its own OSHA-approved state occupational safety and health plan. Instead, all workplace safety requirements are enforced by federal OSHA. Employers are required under the General Duty Clause to ensure that lone workers, like all employees, are protected from known hazards.

For the most up-to-date guidance, visit OSHA.gov and erd.dli.mt.gov. This guide is intended for general information and does not substitute for legal or regulatory advice.