Heatwaves and the workplace: what employers need to know

During heatwaves, employers need to be aware of their legal responsibilities to protect staff, as well as the wider employment law issues that can arise.

Health and safety considerations and reasonable adjustments

Under UK health and safety law, employers must ensure the health, safety and welfare of employees, including risks caused by heat.

• There is no maximum legal working temperature, but employers are required to provide a reasonable indoor temperature in the workplace. The Climate Change Committee has urged the government to introduce a maximum temperature for workplaces, and the Trades Union Congress has campaigned for a limit of 30°C (27°C for strenuous work) for indoor work but no limits are in place currently.
• Employers must carry out risk assessments, including for extreme heat, and take appropriate action. 
• Heat is treated as a workplace hazard, the same as any other risk.
• The Health and Safety Executive (HSE) recommend assessing the risk (including for vulnerable individuals) and talking to workers to agree actions to reduce risks. These could include: 
  •    Providing fans  
  •    Ensuring access to drinking water
  •    Allowing frequent rest breaks
  •    Adjusting working hours (e.g. earlier or later starts)
  •    Relaxing dress codes where appropriate
  •    Monitoring for signs of heat stress such as fatigue, dizziness or dehydration

For outdoor workers, employers should consider rescheduling work to cooler parts of the day, providing shade, and ensuring appropriate protective equipment. 

Hot weather can pose greater risks for certain individuals, including those with protected characteristics such as disabled or pregnant workers. Under the Equality Act 2010, employers may need to make reasonable adjustments for workers with a disability. This could include:
•    Moving workstations away from heat sources
•    Allowing additional breaks or home working
•    Adjusting duties or working hours

Carrying out risk assessments, factoring in any additional measures that may need to be taken for individual employees, allowing open communication for employees to raise concerns and dealing with any issues proactively and flexibly will be key to managing staff during heatwaves.

Time off for dependants during heatwaves

Hot weather may lead to unexpected school or nursery closures. Under the Employment Rights Act 1996, employees are entitled to take a reasonable amount of time off to deal with an ‘unexpected disruption, termination, or breakdown of arrangements for the care of a dependent’. This would include a situation where the employee’s children’s school or nursery closes unexpectedly – albeit the time off is intended to deal with the immediate issue (arranging childcare) and not long-term care. The right applies to employees from day one and time off is usually unpaid unless the employer’s policy says otherwise.

Key takeaway

While there is no specific “too hot to work” temperature in the UK, employers must actively manage the risks of heat and respond flexibly to both health and family related issues. Taking a proactive approach not only ensures legal compliance but supports employee wellbeing and productivity.