With the current extreme heatwave taking over the UK, as an employer, it is important to ensure your employees working conditions are of reasonable temperature. What is reasonable varies, and will depend upon the nature of the individual workplace. There is no maximum temperature for workplaces, but all workers are entitled to an environment where risks to their health and safety are properly controlled. Heat is classed as a hazard and comes with legal obligations like any other hazard.
The reason a maximum work temperature cannot be given is 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, i.e. radiant temperature, humidity and air velocity, become more significant and the interaction between them become more complex with rising temperatures. These factors come under thermal comfort assessment.
The term 'thermal comfort' describes a person's state of mind in terms of whether they feel too hot or too cold. Environmental factors (such as humidity and sources of heat in the workplace) combine with personal factors (i.e. your clothing) and work-related factors (how physically demanding your work is) to influence your 'thermal comfort'.If the environment is affected by seasonal factors you may need to reassess thermal comfort at different times of year. There are six main control methods you can use:
Control the environment
- replace hot air with cold, or replace cold air with hot, as required
- humidify or dehumidify the air as required
- increase air movement by ventilation or air conditioning
- reduce draught discomfort by directing the ventilation or air movement so that it doesn't blow directly onto the employees, eg using baffles
Separate the source of heat or cold from the employee
- erect barriers that shield or insulate the work area or restrict access
- redesign jobs to remove the employee from the area
Control the task
- restrict the length of time that employees are exposed to hot or cold conditions
- control the amount of work and rate of work employees are expected to do
- introduce mechanical aids (eg lifting aids or power tools) to assist physically demanding jobs in warm and hot environments or when employees are wearing a lot of clothing
Control the clothing
- if PPE is worn, make sure that employees are not wearing more PPE than is appropriate (ie a higher protection factor than is needed)
- if uniforms are worn, evaluate alternative designs, new materials etc to improve the thermal comfort of clothing
- evaluate dress code and allow employees to adapt their clothing where possible
- multiple layers of clothing enable employees to make reasonable adjustments to their clothing based on their individual needs
Allow the employee to make behavioural adaptations
- where possible, remove all restrictions that may prevent employees from making minor adjustments to their clothing or work rate
- provide warm-up or cool-down areas
- provide personal heaters or fans
- allow employees to adjust thermostats or open windows as appropriate
Monitor the employee
- provide appropriate supervision and training
- obtain medical advice from an occupational health professional for employees who are pregnant, have an illness or disability, or are on medication
- your risk assessment should already address risks to pregnant employees, but you may choose to review it when an employee tells you she is pregnant, to help you decide if you need to do any more to control the risks
The temperature of the workplace is one of the potential hazards that employers should address to meet their legal obligations. Employers should consult with employees or their representatives to establish sensible means to cope with high temperatures. Seek expert health and safety advice for your business to get a clear picture of your business risk, ensure you understand the difficulties ahead of you, and manage the risks to your employees with suitable risk control methods.