Temperature in the Workplace-Frequently asked questions
Is it too hot to work?
Find out about the basic factors that cause discomfort in the workplace and what the law says
The law does not state a minimum or maximum temperature, but the temperature in workrooms should normally be at least:
- 16°C or
- 13°C if much of the work involves rigorous physical effort
A meaningful maximum figure cannot be given due to the high temperatures found in, for example, glass works or foundries. In such environments it is still possible to work safely provided appropriate controls are present. Factors other than air temperature, ie radiant temperature, humidity and air velocity, become more significant and the interaction between them become more complex with rising temperatures.
The Workplace (Health, Safety and Welfare) Regulations 1992 lay down particular requirements for most aspects of the working environment. Regulation 7 deals specifically with the temperature in indoor workplaces and states that:
‘During working hours, the temperature in all workplaces inside buildings shall be reasonable.’
However, the application of the regulation depends on the nature of the workplace, such as a bakery, a cold store, an office, a warehouse.
These Regulations only apply to employees – they do not apply to members of the public, for example, with regard temperature complaints from customers in a shopping centre or cinema.
The section on what the law says provides further information.
A reasonable temperature for a workplace depends on work activity and the environmental conditions of the workplace.
To find out if you have a reasonable workplace temperature you need to:
- carry out a thermal comfort risk assessment
- if you are working in a heat stress situation you should use the heat stress checklist
- act on the findings of the risk assessment by implementing appropriate controls. If the effect is seasonal they may only need to be in place temporarily. For advice on controls when working in very hot conditions please refer to heat stress in the workplace.
If a significant number of employees are complaining about thermal discomfort, your employer should carry out a risk assessment, and act on the results of that assessment.
Where personal protective equipment (PPE) is required it can cause heat stress due to its weight and the fact that it prevents sweat evaporating from the skin. In these situations employers should:
- permit work to occur at a slower rate
- rotate staff out of this environment on a more frequent basis
- allow longer recovery times before permitting re-entry
- provide facilities for PPE to be dried so that it can be worn again for re-entry
- consider scheduling work to cooler times of the days
- periodically revisit your risk assessment to consider if the process could be automated or alternative systems of work/controls can be introduced
- re-evaluate your PPE as newer PPE may be lighter and provide improved levels of protection and operator comfort
What do I do with employees who may have a hormonal imbalance (eg the menopause or employees with a thyroid imbalance)?
Applying the control measures described on these webpages should be sufficient to ensure the welfare of those affected. While there’s no requirement on employees to disclose conditions that may affect thermal comfort, if an employee chooses to do so then it may be that the temporary measures described on these webpages could manage their thermal comfort.
PPE is intended to protect employees from a risk to safety and health and should always be considered as a last resort. People can sometimes wear too much PPE so you should always look at the reasons for PPE.
- Can your employees wear less PPE and still have the protection they require or may other controls reduce or eliminate the need for PPE?
- Can the task be automated? Or can you adopt additional or more effective safeguards?
Personal protective equipment (PPE) at work: A brief guide provides advice on selecting the most appropriate PPE for your workplace.