Soundbite: Too Hot to Work? What Employers Should Do During Heatwaves
UK heatwaves are becoming more common and more disruptive. Extreme heat is no longer a rare workplace issue. Employers should treat it as a foreseeable health and safety risk and plan accordingly.
A common misunderstanding is that there is a set maximum temperature at which employees can automatically stop working. There is not. However, this does not mean employers can ignore extreme heat. Employers are expected to keep working conditions reasonable and to take sensible steps to manage heat-related risks.
Heat-related concerns should be taken seriously. Where an employee reasonably believes that extreme heat creates a serious and immediate risk, dismissing or penalising them for raising or acting on that concern may create legal and employee relations risk. Employers are expected to keep working conditions reasonable, carry out appropriate risk assessments and take sensible steps to manage heat-related risks.
During a heatwave, employers should consider issues such as:
- ventilation and cooling.
- access to cold drinking water.
- more frequent rest breaks.
- temporary changes to dress codes.
- whether protective clothing increases heat risk.
- outdoor working.
- travel disruption.
- whether duties can be delayed, changed, or moved away from the hottest part of the day.
Some workers will face greater risks than others. This may include construction workers, kitchen staff, warehouse workers, drivers, care workers, and employees who must wear protective clothing. For these workers, water, breaks, shade, cooling and adjusted hours should not be considered perks but basic safety measures.
Employers should also avoid a one-size-fits-all approach. Some staff may be more affected by heat, including pregnant workers, disabled employees, employees with medical conditions and staff taking medication that affects body temperature. Employers should consider individual circumstances carefully.
Where an employee is placed at a disadvantage because of a disability, reasonable adjustments may be required.
In a heatwave, practical adjustments could include home working, where possible additional breaks, adjusted hours, temporary changes to duties, moving workstations and improved cooling measures.
Employers should not wait for complaints before acting. They should communicate plans early, update heatwave guidance, assess risks properly and apply flexibility where needed.
Extreme heat is becoming a foreseeable workplace risk. Employers that plan ahead are more likely to protect employee wellbeing, maintain productivity and reduce legal risk. A clear and proportionate response can also support positive employee relations during periods of extreme weather.
If you need assistance reviewing or drafting heatwave policies, or other employment documentation, please contact a member of the team.
Please note that this article is for general awareness and is not intended to be a technical legal note.