Too hot to work? The rules around temperature in the workplace
While a period of spectacular sunshine usually makes for a welcome change from Britain’s somewhat inclement climate, once temperatures begin to close in on 30oC or even above, the prospect of continuing with normal working life can leave many feeling a little hot under the collar.
The Met Office, has recently suggested that there is a high possibility of heatwaves hitting our shores in July and August this year, with forecasts estimating record-breaking highs of 39 degrees in some parts of the UK, posing the question, for those working in a clinic environment, is it ever too hot to work?
Albeit a somewhat rare situation, employers cannot simply bury their heads in the sand and hope for the best when it comes to rising temperatures in the workplace, and due consideration needs to be given as to how to best ensure the wellbeing of the workforce during periods of extreme heat.
But just how can employers mitigate the risks and ensure the safety and productivity of their teams, particularly at a time when many are encouraging a return to the workplace? Let’s discuss;
Finding the right temperature
Working in the heat can lead to a loss of concentration and increased tiredness, but in more serious cases employees can overheat, experiencing symptoms of dizziness, fainting and confusion.
Unsurprisingly, any one of these symptoms can harm productivity, so employers must work to establish a more comfortable working environment in which the workforce will remain focused and safe.
It’s generally accepted that the optimum temperature for working is anywhere between 16 and 24 degrees. However, this very much depends on the nature of the work. For example, operatives working outside in direct sunlight whilst wearing robust PPE will be far more inclined to overheat than those who sit in an air-conditioned office.
Whilst maintaining specific temperatures will not always be possible, especially with extreme ambient temperatures outside, failure to follow these recommended conditions could well become a huge health and safety headache for employers.
Laws and protective regulations
There is currently no maximum temperature stipulated by UK Law, whereby it’s deemed too unsafe for workers to continue.
The Trades Union Congress has previously recommended a that a maximum temperature of 30oC should be imposed, but both the Workplace (Health, Safety and Welfare) Regulations 1992 and the Approved Code of Practice to the Workplace Regulations simply state that workplace temperatures must be ‘reasonable’ and/or ‘comfortable’.
Although there is no legal maximum temperature in the workplace, employee wellbeing is still regulated.
The Code of Practice states that workers should be supplied with the appropriate tools to monitor indoor temperatures, and that ‘effective and sustainable’ ventilation be provided. Furthermore, the Management of Health & Safety at Work Regulations 1999 specifically asks for additional concessions to be made to mitigate the increased risk faced by pregnant women in extreme temperatures.
Indoor workspaces
Wherever the workforce is based indoors, it’s best practice to monitor not just the ambient temperature but also the humidity, taking into consideration any additional internal heat sources and dress code to ensure optimum comfort.
Offices should be designed with natural ventilation as a priority, and with space for fans if necessary. People should also be moved away from sitting directly next to windows to both allow better airflow and ensure they are not exposed to direct sunlight.
To protect those working in hotter indoor environments such as kitchens or laundry rooms, precautions to prevent dehydration are a priority, this might mean increased breaks, cooler airconditioned breakout areas, or the provision of additional hydration.
Keeping cool
Most businesses have protocols for operating during snow or low temperatures and it is equally as important to have procedures in place for when the temperatures soar.
Maintaining the wellbeing of staff is crucial for productivity, but also for maintaining staff morale. If that means relaxing office policies with regards to dress code or working hours, or home working, then a reasonable and sympathetic approach should be taken.
Of course, not all of these options will be available to those working in clinic environments, but there may be steps employers can take to improve working conditions, such as installing an air conditioning or ventilation system.
Periods of extreme heat are relatively uncommon in the UK, but that is no excuse to not look after your workforce when they do. So keep their frustrations low and their productivity high, by planning ahead so that everyone can make the most of the sun when it shines.
Tina Chander is a partner and head of the Employment team at leading Midlands law firm, Wright Hassall and deals with contentious and non-contentious employment law issues. She acts for employers of all sizes from small businesses to large national and international businesses, advising in connection with all aspects of employment tribunal proceedings and appeals.
