DART Rate Calculator

Calculate Your DART Rate

Calculate monthly DART rate (uses 16,667 instead of 200,000)

Total Hours Worked — over the past 12 months

(What hours should I include?)

Please enter a valid number of hours greater than zero.

Hours worked should include all employee work hours (including supervised non-employees such as temporary workers) during the period. Do not include vacation, sick leave, bereavement leave, or holidays (even if paid). If actual hours are unavailable, estimate based on scheduled hours or 8 hours per workday.

Number of DART Incidents

(What is a DART incident?)

Please enter a valid whole number (0 or greater).

A DART incident is a work-related injury or illness resulting in Days Away, Restricted work, or Transfer to another job. See the FAQ tab for detailed definitions and OSHA references.

Quick examples: Small office — 50K hrs / 1 Mid-size — 200K hrs / 3 Large plant — 500K hrs / 8

Calculate DART Rate Reset

Frequently Asked Questions About DART Rates

Do COVID-19 Cases Need to Be Included In Your DART Rate?

Yes, if the COVID-19 illness is BOTH recordable AND results in the worker having days aways, restricted days or job transfer days. Per OSHA, COVID-19 are recordable when all of the following are true:

• The case is a confirmed case of COVID-19;
• The case is work-related (as defined by 29 CFR 1904.5)
• The case involves one or more of the general recording criteria set forth in 29 CFR 1904.7 (e.g., medical treatment beyond first aid, days away from work).

What is a DART Incident?

A DART incident is a work-related injury or illness that results in one or more of the following:

• Days away from work (See 1904.7(b)(3));
• Restricted work (See 1904.7(b)(4)); or
• Permanent transfer to another job (See 1904.7(b)(4)).

What is a "Day Away From Work"?

A "Day Away From Work" is any day (following the day of injury) that a Physician or Licensed Healthcare Professional (PHLCP) concludes that an employee must remain off work.

• This is regardless of whether the employee decides to come to work against the PHLCP's recommendation.
• A supervisor's instructions to not come to work because of a work-related injury/illness likely also makes a case recordable as "days away".
• "Days away" do not need to be recorded if an employee simply chooses not come to work.
• If an employee is unable to get to work because of the injury (e.g. if they are in a cast and cannot drive), "days away" must also be recorded even if work is available.

What if the Employee is Only Out on the Day of Injury?

29 CFR 1904.7(b)(3)(i) states that the employer is not to count the day of injury or illness as a day away, but is to begin counting days away on the following day. As such, if the employee returns to full duty without restrictions on the day following the injury it would not be a DART case.

What is "Restricted Work"?

"Restricted work" occurs when either the employer or a PLHCP (via a recommendation) keeps an employee from:

• Performing one or more of the "routine functions" of his or her job; or
• Working the full workday that he or she would otherwise have been scheduled to work. (i.e. If an employee typically works 10 hours per day, but is restricted to 8 hours per day by PLHCP.

What is a "Routine Function"?

"Routine functions" are those work activities an employee regularly performs at least once per week.

• Not being able to do a non-routine task, such as a once-per-month maintenance activity, would not make the case a "restricted case".
• A common misconception is that simply returning an employee to their normal job prevents a case from being recordable (e.g. we can have someone else on the team do the "heavy lifting"). If the employee historically did the "heavy lifting" at least once per week, the case would still be recordable.
• Provided the employee can do their "routine functions," the efficiency/rate at which the employee can work does not matter from a recordkeeping perspective.
• If restrictions are vague, the PHLCP should be contacted for clarification on whether the employee can do their routine functions and work a full shift. If clarification cannot be obtained, the injury/illness should be recorded as a restricted case.
• If an employer is not able to accommodate restrictions, the case must be recorded as "Days Away".

What Hours Should I Include?

"Hours worked" should include all employee work hours (include non-employees that your company supervises) over a 12-month period, but not hours such as vacation, sick leave, holidays, etc (even if such hours were paid). If actual hours worked are not available for employees paid on commission, by salary, or by the mile, etc., hours worked may be estimated on the basis of scheduled hours or 8 hours per workday.

What If We Do Not Track Employee Hours?

If actual hours worked are not available for employees paid on commission, by salary, or by the mile, etc., hours worked may be estimated on the basis of scheduled hours or 8 hours per workday.

How Do I Calculate DART Rates For a Specific Month?

You would use 16,667 hours in the numerator (i.e. top of equation) of the DART rate equation instead of 200,000. This is the equivalent of 12/200,000 and effectively normalizes your DART rate for 10 employees per month instead of 10 employees per year.

Why Is Your Organization's DART Rate Important?

Please see our article on why the DART Rate is important and how to minimize it.

Who Can I Ask For Help With OSHA Recordkeeping?

In addition to offering EHS Incident Reporting Software to help track and manage injuries and illnesses, our company also provides OSHA Recordkeeping assistance in the form of expertise, OSHA recordkeeping reviews, and OSHA recordkeeping form preparation. Please call us at (720) 547-5102 to learn more.

How Incident Reporting Software Can Help

Incident Reporting Software streamlines and simplifies your processes for reporting, tracking, and investigating incidents, which results in: