Nick Hurley writes in The Times about employers’ legal obligations during heatwaves

Rising temperatures in the UK are creating new challenges for employers, particularly as there is currently no statutory maximum workplace temperature. Against a backdrop of record-breaking heatwaves, organisations may face increased scrutiny from employees concerned about workplace conditions and their employer’s duty of care.

Despite the absence of a legal cap on maximum working temperature, overheated employees could seek redress under existing health and safety legislation. Indeed, employers have obligations to provide a safe working environment, so alleged failures to address excessive heat could form the basis of employment-related claims.

Particular attention ought to be given to employees whose health conditions may be exacerbated by extreme temperatures, including those who meet the statutory definition of disability. Risk assessments and reasonable adjustments such as flexible working hours, amended dress codes and workplace cooling measures can help reduce legal and practical risks.

Practical measures to support employee wellbeing during periods of extreme heat can play an important role in maintaining positive employee relations while helping employers meet their wider responsibilities to staff.

Nick Hurley, Partner in our Employment team, writes in The Times:

Employers need to be alive to making reasonable adjustments and would be prudent to carry out risk assessments to establish those that are potentially vulnerable. To negate the absence of all hope from dejected employees, alongside reasonable and sensible adjustments, a little bit of goodwill goes a long way. Liberal supplies of cold drinks, ice cream and lollies will probably land well and mollify overwrought staff.

Read the full article in The Times here.