As temperatures continue to rise across the UK, many employers are facing questions about workplace temperatures, employee wellbeing and whether staff can refuse to work when it becomes too hot.

Our Head of HR Services, Kathryn Gilbert, recently spoke to Pinch Point Communications about the legal position on working during periods of extreme heat and the practical steps employers can take to support their workforce.

The discussion highlighted a common misconception: while there is no legal maximum workplace temperature in the UK, employers still have important health and safety obligations to protect employees and manage heat-related risks.

In this blog, we explore what employers need to know and how to minimise both legal and employee relations risks during hot weather.

Is There a Maximum Workplace Temperature?

One of the most common questions during a heatwave is whether there is a legal maximum temperature for the workplace.

The answer is no. UK law does not currently set a maximum working temperature.

However, this does not mean employers can ignore the issue. Employers have a duty to provide a working environment that is safe, reasonable and suitable for the work being carried out.

This means that when temperatures become uncomfortable or potentially unsafe, employers should assess the risks and consider what steps can reasonably be taken.

Why Hot Weather Can Become a Workplace Issue

For some workplaces, warm weather may simply cause discomfort. For others, particularly where employees are carrying out physical work, working outdoors, wearing uniforms or using protective equipment, heat can create more serious risks.

Hot weather can affect:

• Concentration and productivity
• Fatigue levels
• Hydration
• Existing health conditions
• Pregnancy-related risks
• Employee morale and wellbeing

If concerns are not handled properly, they can quickly lead to grievances, sickness absence or wider employee relations issues.

What Should Employers Be Doing?

Employers should take a practical and common-sense approach. This does not always mean sending employees home, but it does mean reviewing whether current working arrangements remain appropriate.

Steps employers may wish to consider include:

Reviewing Workplace Temperatures

Employers should monitor working conditions and listen to concerns raised by employees. What is reasonable will depend on the type of workplace and the nature of the role.

Improving Ventilation

Where possible, employers should consider opening windows, using fans, maintaining air conditioning systems or improving airflow in enclosed spaces.

Providing Drinking Water

Employees should have access to drinking water, particularly where they are carrying out physical work or working outdoors.

Relaxing Dress Codes

Where appropriate, temporary changes to uniform or dress code requirements can help employees remain comfortable while still maintaining professional standards.

Considering Flexible Working

In some cases, adjusted hours, earlier starts, additional breaks or temporary homeworking may help manage the impact of hot weather.

Supporting Vulnerable Employees

Some employees may be more affected by heat, including pregnant employees, older workers, employees with disabilities, employees with medical conditions and those experiencing menopause symptoms.

Employers should consider whether any additional support or adjustments are needed.

Can Employees Leave Work If It Is Too Hot?

Employees should not usually leave work without speaking to their employer first.

However, if an employee believes that the working environment presents a serious risk to their health and safety, employers should take that concern seriously and investigate it promptly.

The best approach is open communication. Employees should be encouraged to raise concerns early, and managers should be trained to respond in a reasonable and consistent way.

Why a Proactive Approach Matters

Periods of extreme weather are becoming more common, so employers should not wait until a heatwave arrives before deciding how to respond.

Having a clear approach helps employers:

• Protect employee health and wellbeing
• Reduce the risk of complaints or grievances
• Maintain productivity
• Apply decisions consistently
• Show that employee concerns are being taken seriously

A short hot weather policy or internal guidance note can be useful, particularly for businesses with outdoor workers, uniforms, physical roles or vulnerable employees.

How Bhayani Law Can Help

At Bhayani Law, our employment law and HR experts support employers with practical, commercially focused advice on managing workplace issues.

We can help with:

• Hot weather and workplace safety guidance
• Risk assessments and HR policies
• Flexible working requests
• Employee complaints and grievances
• Reasonable adjustments
• Managing absence and productivity concerns
• Training managers on handling employee relations issues

If you need support with managing your workforce during hot weather, or you want to review your workplace policies, our team is here to help.

Call us on 0333 888 1360 or email [email protected] to speak to a member of our team.