With the UK facing increasingly frequent and intense heatwaves, the question of “when is it too hot to work?” is becoming more than just a seasonal talking point. It is now a pressing workplace issue that employers cannot afford to ignore.
Recent coverage in both Intelligent SME and Intelligent CXO highlights the growing debate, including expert commentary from Chloe Grant, Senior Associate at Bellevue Law, on what the law currently requires and how businesses should respond.
There is no maximum working temperature in UK law
One of the key takeaways is that UK legislation does not set a legal maximum temperature at which employees must stop working. However, that does not mean employers are free from responsibility.
As Chloe explains, employers are legally required to provide a working environment that is safe and without risk to health.
Extreme heat can:
- Impair concentration and productivity
- Increase the risk of accidents
- Lead to heat-related illness
This means employers must actively assess risks and take appropriate measures when temperatures rise.
Practical steps employers should consider
Rather than rigid rules, the law expects a common-sense and proportionate approach.
Chloe highlights several practical adjustments employers can implement, including:
- Adjusting start and finish times to avoid peak heat
- Relaxing workplace dress codes
- Providing cooling measures such as fans or air conditioning
- Supporting remote or hybrid working where possible
Crucially, she also emphasises the importance of manager discretion, allowing teams to respond flexibly to local conditions and individual needs.
Employee expectations are changing
While employees understand that businesses cannot control the weather, they do notice how employers respond. Slow or overly rigid reactions can damage morale and engagement.
Small, thoughtful adjustments can go a long way in demonstrating that employee wellbeing is being taken seriously.
Heatwaves are no longer exceptional
Another key point raised is that extreme heat should no longer be treated as a rare disruption. Instead, it is becoming part of the new normal for UK workplaces.
Employers who take a proactive approach embedding flexibility into their policies and planning are likely to be better positioned to:
- Maintain productivity
- Support employee wellbeing
- Reduce legal and reputational risk
Looking ahead
The conversation around maximum working temperatures in the UK is likely to continue, particularly as climate patterns evolve.
In the meantime, businesses should focus on what they can control: planning ahead, responding sensibly, and ensuring their people are protected during periods of extreme heat.
For more insight and expert commentary, read the full articles:
