Measles Is on the Rise. Have You Reviewed Your Vaccine Policies Since Covid?

Key Takeaways

• 2025 saw 2,200 US measles cases, highest in 20 years
• 2026 already reports ~1,500 cases across 27 states
• OSHA deems workplace measles recordable, requiring injury reporting
• Employers may offer voluntary MMR shots and provide PPE
• Lack of vaccine policy increases legal exposure for employers

Summary

Measles cases in the United States are climbing sharply, with 2025 recording over 2,200 infections—the highest in two decades—and 2026 already reporting nearly 1,500 cases across 27 states. The CDC has identified 14 new outbreaks this year, and the nation faces the prospect of losing its measles‑elimination status. OSHA treats workplace‑acquired measles as a recordable illness, triggering reporting, PPE, and general‑duty obligations. Employers are urged to review vaccine policies, consider voluntary MMR vaccinations, and establish outbreak response plans.

Pulse Analysis

The United States is confronting a resurgence of measles, a disease once declared eliminated. In 2025 the country logged more than 2,200 cases, and by March 2026 CDC data shows nearly 1,500 confirmed infections spanning 27 states. This uptick threatens the nation’s measles‑elimination status and underscores the heightened vulnerability of unvaccinated populations, especially as COVID‑19 fatigue may dampen public health vigilance.

For employers, the spike translates into concrete regulatory obligations. OSHA classifies measles contracted on the job as a recordable illness, mandating entry on the OSHA 300 log and rapid reporting of any related hospitalizations. Existing standards on personal protective equipment, bloodborne pathogens, and the general‑duty clause become applicable, compelling firms to assess hazards, provide appropriate PPE, and implement engineering controls where feasible. State health departments are also issuing alerts, adding another layer of guidance that businesses must monitor.

In response, forward‑thinking companies should overhaul vaccine policies and outbreak protocols. Voluntary MMR vaccination programs, reimbursement for vaccine costs, and clear communication about exposure procedures can mitigate risk. Remote‑work options for quarantined staff, privacy‑preserving notifications, and targeted employee education further strengthen defenses. Consulting legal counsel to align policies with evolving federal and state laws ensures compliance while protecting the workforce and limiting liability.