The latest State of the UK Climate report from the Met Office shows that the country is experiencing very hot days on a much more frequent basis than just a few decades ago.
This is a trend that is only likely to increase, with each year ‘another upward step on the warming trajectory our climate is on’.
As our weather gets warmer, it’s vital that workers are protected from heat stress and controls are put in place now to prepare for the next heatwave and to manage temperature and exposure in the workplace.
The Legal Framework
There’s no legal maximum temperature for workplaces in the UK, but employers do have a duty of care to protect the health, safety and wellbeing of their staff. The Workplace Regulations 1992 state that employers must maintain a reasonable and comfortable temperature in the workplace. During a heatwave and extreme heat, this means assessing working conditions and taking practical steps to keep workers safe and comfortable.
Your employees do have the right to raise concerns with you and they should be taken seriously. Reasonable measures might include relaxing dress codes where possible, ensuring good ventilation, adjusting shift times to avoid the hottest parts of the day, and providing access to cool drinking water and shaded areas.
For those working outdoors or doing physically demanding jobs, the risks are even higher so employers should carry out specific risk assessments and consider rotating tasks, increasing breaks, and providing protective clothing.
Mesures to Protect Your Staff
- Risk assessment – you should make sure that temperature/weather factors are included in relevant risk assessments so that potential heat-related hazards are spotted. This includes assessing factors like exposure to direct sunlight, high temperatures, and heat-generating processes.
- Adequate ventilation – make sure that the workplace is well-ventilated to promote air circulation and reduce heat build-up. You could use fans, air conditioning, or open windows and doors for airflow.
- Shade and rest areas – provide shaded areas where employees can take regular breaks to cool down and rest. These areas should be easily accessible and have seating and drinking water.
- Hydration – promote proper hydration among workers by providing access to clean drinking water. Encourage employees to drink fluids regularly, especially during hot weather or when engaging in physically demanding tasks.
- Sunscreen – Consider providing sunscreen to workers.
- Personal Protective Equipment (PPE) – assess the need for appropriate PPE to protect workers from excessive heat. For instance, consider providing lightweight, breathable clothing that protects your people without compromising comfort.
- Training and education – educate employees about the risks associated with heat exposure, heat stress symptoms, and preventive measures. Train them on recognising signs of heat-related illnesses and how to respond appropriately.
- Flexible schedules – consider adjusting work schedules to minimise exposure to extreme heat, like rescheduling outdoor work during cooler times of the day or using shift rotation to reduce time in the heat.
- Monitoring and communication – regularly monitor temperature levels in the workplace and encourage employees to report any concerns or discomfort related to heat.
Ultimately, if an employer fails to take reasonable steps during extreme heat, they could be in breach of health and safety law. It’s important for employers to regularly monitor temperature levels in the workplace and encourage employees to report any concerns or discomfort related to heat.
Gill McAteer
With over 30 years' industry experience, Gillian spent 10 years in private practice, advising a diverse client base, before joining Citation as an employment law advisor in May 2003. She stepped up to her current role as Director of Employment Law in 2021.She's worked with businesses big and small on everything from employment law to commercial disputes and insolvency procedures. Her time spent in the industry has armed her with an incredible breadth and depth of knowledge on a range of complex employment law issues.