As the UK faces increasingly frequent heatwaves, employees and employers who can’t simply take the day off may struggle with soaring temperatures. According to the Met Office, periods of extreme heat are predicted to become more common in the UK. Organisations must take practical steps to protect staff wellbeing.
What Does the Law Say?
Government guidance suggests that the minimum workplace temperature should generally be around 16 °C (or 13 °C for those performing physical work). However, there is no legally defined maximum temperature. This is presumably because different temperatures are reasonable for various environments. For example, whereas 24°C may be tolerable for an office with air conditioning, electric fans or open windows, it could be stifling for a factory environment where heavy PPE must be worn.
Employers have a duty to take reasonable steps to manage risks to employee health, including those caused by high temperatures. This may include being flexible, for example by allowing staff to work from home, introducing earlier start times or extending lunch breaks to avoid the hottest parts of the day.
Dress Codes and Practical Adaptations
Temporarily relaxing the dress code can help staff stay comfortable. Still, it’s sensible to remind everyone to maintain standards appropriate to the workplace. For instance, clothing that is overly revealing or open-toed shoes could pose health and safety risks. To avoid accusations of discrimination, any changes to dress codes should be applied equally to all employees.
Managing Absence in Hot Weather
During a heatwave, you might notice a sudden rise in sickness absence or requests for time off. It is important to remember that many of these absences may be genuine, especially for those who suffer from seasonal allergies, migraines, asthma, skin conditions or those who are heavily pregnant.
However, if you suspect that employees are being dishonest, it is reasonable to ask them about their absence. Dishonesty may be challenging to prove, but their social media activity may occasionally reveal conflicting information, such as a beach trip when an employee has claimed to be unwell.
To help manage this proactively, you may wish to pre-empt such unauthorised absences by reminding staff that you will consider any last-minute annual leave requests for employees who want to make the most of the sun.
When It’s Too Hot to Work
If the workplace temperature becomes too hot to work safely, employees should be sent home on full pay or allowed to work from home if possible.
However, if it remains hot but not to the point of being unsafe, employees who choose to leave early would typically need to take sick leave, annual leave, or unpaid leave, depending on the circumstances.
Admittedly, the exact definition of ‘too hot’ is up for debate and depends on factors such as the nature of the work, the requirements for religious dress, and the employees’ medical conditions, all of which should be taken into consideration.
Supporting You and Your People
For further information or assistance regarding health and safety and employment issues arising from the rising temperatures, please get in touch with us on 02920 853731 or email tcms@thomas-carroll.co.uk.
