With the recent spell of hot weather, many employers and employees asking the same thing: how hot is too hot to work?
It’s a fair question, and one where the legal answer is not always what people expect.
Is There a Legal Maximum or Minimum Temperature?
Maximum temperature
We’re frequently asked whether there is a legal maximum workplace temperature. The short answer is no, there isn’t one.
That often comes as a surprise. The reason is largely practical: in some environments, such as commercial kitchens, bakeries or industrial settings, higher temperatures are simply part of the job.
Minimum temperature
There is, however, guidance on minimum temperatures for indoor workspaces:
- 16°C in most workplaces, or
- 13°C where the work is physically demanding [hse.gov.uk]
These figures are not strict legal limits, but they are widely used as a benchmark when considering whether an employer is meeting their obligations.
So What Does the Law Actually Require?
From a legal perspective, everything comes back to the Health and Safety at Work etc. Act 1974, which applies across the UK and places a general duty on employers to protect the health, safety and welfare of their staff.
In practice, this means employers must:
- Maintain the workplace at a reasonable and comfortable temperature
- Ensure there is adequate ventilation and fresh air
- Assess and manage risks arising from both hot and cold conditions
The key point is that the law focuses on reasonableness, not a specific number on a thermometer.
Managing Hot Weather in the Workplace
When temperatures rise, what is “reasonable” will depend on the type of work being carried out. For example, what is acceptable in an office environment may look very different from conditions on a factory floor or in a kitchen.
That said, there are some practical steps employers should consider:
- Improving air flow or ventilation
- Providing fans or air conditioning, where possible
- Allowing more frequent breaks
- Making sure staff have access to drinking water
- Taking a common-sense approach to dress codes or working hours
In higher-risk environments, employers also need to be alert to issues such as heat stress and dehydration, which can have serious health consequences if not properly managed.
Managing Cold Conditions
Cold environments require the same common-sense approach. Employers should take reasonable steps to ensure staff remain comfortable and safe, which may include:
- Providing adequate heating
- Supplying appropriate clothing or PPE
- Adjusting working practices where necessary
Again, the question is not whether a specific temperature has been reached, but whether the employer has taken reasonable steps in the circumstances.
What If Employees Raise Concerns?
It is not uncommon for employees to raise concerns when temperatures become uncomfortable, particularly during periods of extreme weather.
There is no automatic right for an employee to stop work simply because it is too hot or too cold. However, employers should take any concerns seriously and consider whether adjustments are needed.
In more serious cases, employees may have protections where there is a genuine risk to health and safety, particularly if the situation presents a real and immediate danger.
As ever, early and open communication tends to resolve most issues before they escalate.
Key Takeaways
- There is no legal maximum workplace temperature
- There are guideline minimum temperatures (16°C / 13°C)
- The legal obligation is to provide a safe, reasonable and comfortable working environment
In practice, that means taking a sensible, risk-based approach rather than focusing on hitting a specific temperature.
If your organisation is unsure whether its approach is compliant, or if concerns have already been raised internally, it is often best to take advice early to avoid issues developing further.
