The present paper illustrates the development of a 65-item instrument to assess the organizational climate for learning from errors at work (OLE). Current theoretical notions and results of empirical studies were integrated into a comprehensive model of error-related learning processes in work teams. The model proposes that effective organizational learning from errors entails that employees notice the occurrence of errors, accept their responsibility for errors and manage to cope with the emotional distress, thoroughly analyze and remove error causes and consequences and share their learning experiences with others. Within organizational units, the effectiveness of each of these learning stages is assumed to be influenced by the supervisor’s and employees’ behaviors, operational procedures, and task structures, as well as organizational principles and values concerning error handling. Results from an empirical evaluation study with 383 employees from 47 work groups underline the reliability and validity of the inventory. There is considerable empirical support for the proposed framework through the replication of the intended facet structure of error-related learning climate by means of CFA. Substantial correlations between the climate for learning from errors and individual well-being and error-related attitudes, as well as group cohesion and customer satisfaction, highlight the relevance of constructive error handling in organizations.