As the UK heatwave continues, with temperatures reaching the high 20s and low 30s Celsius, searches for the term "too hot to work" have surged by over 2,000%, according to recent research. Employment law specialists have clarified the legal protections available to workers during extreme heat, though the law does not set a maximum temperature for automatic work stoppage.
Under the Health and Safety at Work Act 1974 and the Workplace (Health, Safety and Welfare) Regulations 1992, employers have a legal duty to ensure a safe working environment and maintain "thermal comfort." James Muller, Principal Associate at Weightmans, emphasised that employers must take all "reasonably practicable" measures to prevent heat-related illnesses. Failure to do so could lead to enforcement action by the Health and Safety Executive (HSE) or local authorities, and potentially criminal prosecution. Workers who become ill or injured due to inadequate heat precautions may be eligible for personal injury compensation.
Employees are generally advised not to leave work unless they feel unwell and need to take sick leave. Sections 44 and 100 of the Employment Rights Act 1996 protect workers who remove themselves from situations of "serious and imminent danger," but this is limited to specific safety threats, not general discomfort. If extreme heat poses a substantial health risk, employers may need to send staff home, and in such cases, workers may still be entitled to pay if they are ready and willing to work.
Trade unions, including the TUC and UNISON, are campaigning for a legal maximum indoor temperature of 30°C (27°C for physically demanding work). Until legislation changes, workers are encouraged to raise concerns with their employers and request a risk assessment. Recommended employer measures include flexible hours, remote working, rearranging tasks to cooler times, providing cool water, allowing more frequent breaks, improving ventilation with fans or air conditioning, and relaxing dress codes where appropriate.
