Deciding how to keep workplaces cool and outdoor workers safe is becoming a pressing matter for many organisations. It is not uncommon for temperatures to reach into the 30s in the UK now during the summer months.
It’s essential for organisations to implement measures to ensure the welfare of their employees during extreme heat. This article discusses the measures employers can take to support workers during heatwaves.
UK Health and Safety Regulations
In the UK, no laws define when it’s too hot to work. This is because workplaces with hot processes—such as bakeries, glass works and foundries—would not be able to comply. However, under the Workplace (Health, Safety and Welfare) Regulations 1992, employers should provide a “reasonable” temperature in which to work. While what is considered “reasonable” will vary between industries, the Trade Union Congress recently recommended a maximum temperature of 30C for most organisations and 27C for those doing strenuous work.
Mitigate Risks With These Measures
A number of health and safety risks are associated with heat, including dizziness, dehydration and fainting. Additionally, employees exposed to high workplace temperatures may be less productive, which could have wider effects on organisational profitability. As such, employers may wish to take measures to support workers during heatwaves by considering these tips:
- Relax the dress code. Although there’s no legal obligation to relax a dress code during hot weather, doing so will allow employees to work more comfortably. Organisations could allow staff to remove jackets and ties and dress in casual lightweight clothing on a temporary basis.
- Adjust the office. Where offices lack air conditioning, employers may wish to make adjustments in order to reduce the effects of high temperatures. Closing blinds during the day may help lessen the sun’s heating effects, and providing desk and pedestal fans can help increase air movement. Additionally, organisations could consider a layout change—moving workstations away from direct sunlight or pieces of equipment that give off heat.
- Consider flexible working. Workers who are struggling in the heat are unlikely to perform their best. As such, it might be sensible for employers to allow a degree of flexibility on when and where employees can work during hot spells. For example, a temporary change in working hours—allowing staff to work earlier or later—may allow employees to avoid commuting during the hottest part of the day. Employees may also benefit from regular breaks to cool down.
Keep an eye on vulnerable employees. Although it’s important to consider the health needs of all employees, some staff members may be more susceptible to heat stress. These include pregnant
- and menopausal women or employees with heart conditions. Employers could implement an “open door” policy, encouraging staff to raise any health and well-being concerns—including those during heatwaves—with their supervisor.
- Remember outdoor workers. As well as being exposed to high temperatures, outdoor workers are susceptible to the sun’s harmful ultraviolet rays. Organisations could implement guidance to help keep outdoor workers safe. Measures could include sun protection, protective clothing such as hats with neck covers, regular breaks in the shade and frequent hydration.
- Organise a risk assessment. Extreme temperatures are among the potential hazards that must be addressed for organisations to keep employees safe. If a workplace is continually experiencing high temperatures during the summer months, employers may wish to conduct a full risk assessment. This will help them determine which steps can facilitate the welfare of workers during high temperatures.
Conclusion
Although there is no maximum temperature a workplace may stay below by law, employers must take reasonably practicable steps to ensure the welfare of workers during high temperatures. By implementing mitigation measures, not only will employers help ensure the health and safety of employees, but workers will also be more likely to perform work duties to usual standards.
For additional guidance on workplace health and safety, contact us today.
Provided by RS Risk Solutions Ltd
Contains public sector information published by GOV.UK and licensed under the Open Government Licence v3.0. The content of this publication is of general interest and is not intended to apply to specific circumstances or jurisdiction. It does not purport to be a comprehensive analysis of all matters relevant to its subject matter. The content should not, therefore, be regarded as constituting legal advice and not be relied upon as such. In relation to any particular problem which they may have, readers are advised to seek specific advice from their own legal counsel. Further, the law may have changed since first publication and the reader is cautioned accordingly. © 2022 Zywave, Inc. All rights reserved.
