The law does not state a minimum or maximum temperature. A meaningful maximum figure cannot be given due to the high temperatures found in, for example, glass works or foundries. In such environments it is still possible to work safely provided appropriate controls are present.
The Workplace (Health, Safety and Welfare) Regulations 1992 lay down particular requirements for most aspects of the working environment. Regulation 7 deals specifically with the temperature in indoor workplaces and states that:
‘During working hours, the temperature in all workplaces inside buildings shall be reasonable.’
However, the application of the regulation depends on the nature of the workplace, such as a bakery, a cold store, an office, a warehouse.
These Regulations only apply to employees – they do not apply to members of the public, for example, with regard temperature complaints from customers in a shopping centre or cinema.
Temperature considerations should always form part of the general health and safety risk assessments that all businesses should already have in place. Particular consideration should be given to those more vulnerable to heat stress (pregnant or new mothers, older or unwell staff, or those with physically demanding or outside roles).
What actions your business takes will depend on your particular circumstances. HSE recommends taking the following steps:
- Allow staff to dress appropriately for the weather – remove jackets or relax any formal dress code / uniforms;
- provide fans for staff and open windows where possible;
- use existing ventilation and air conditioning units;
- allow staff to work from home and/or to start earlier or later in the day where possible;
- closing blinds / curtains and arranging for staff to work away from direct sunlight where possible; and
- encouraging staff to drink plenty of water and take regular breaks to cool down.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
