Managing Staff in High Temperatures
Essential HR guidance for maintaining employee wellbeing and legal compliance
With UK summers becoming increasingly intense, HR departments face new challenges in managing workforce health and safety. From maximum temperature queries to childcare emergencies, being prepared is key to maintaining a productive and happy team.
Practical HR Solutions
Flexibility
Consider earlier start times or twilight shifts to avoid the midday sun..
Hydration & Comfort
Ensure easy access to water and relax formal dress codes where possible.
Risk Assessments
Regularly review conditions, especially for field-based or manual staff.
The Legal Landscape
While there is no legal "cap" on how hot a workplace can be, the Workplace (Health, Safety and Welfare) Regulations 1992 require that internal temperatures remain "reasonable."
HR professionals must also be mindful of the Health and Safety at Work etc. Act 1974, which places a duty of care on employers to ensure the welfare of all staff members. This includes addressing thermal stress as part of your standard risk management procedures under the Management of Health and Safety at Work Regulations 1999.
Common Questions
What is the legal maximum working temperature?
Technically, there isn't one. The law specifies a minimum (16°C), but for heat, it simply says "reasonable." Guidance from the HSE suggests that if a significant number of employees complain, a risk assessment must be carried out.
Can employees refuse to work in the heat?
Under the Employment Rights Act 1996, staff can refuse to work if they believe they are in "serious and imminent danger." In most office scenarios, this wouldn't apply unless the heat is extreme and no mitigation (like fans or water) is provided.
How should we support vulnerable employees?
Expectant mothers, older staff, and those with disabilities may be more susceptible to heat exhaustion. You should offer tailored adjustments, such as remote working or moving them to a cooler part of the building.
What about childcare and school closures?
Emergency leave for dependents is a statutory right for situations where childcare fails unexpectedly. This is usually for 1-2 days. For longer closures, HR should discuss annual leave or temporary work-from-home options with the affected employees.