Notably, however, there’s no legal maximum workplace temperature in the UK. Instead, employers have a legal duty to ensure working conditions remain safe and don’t put employees’ health at risk. Understanding what this means can help both employers and employees navigate periods of extreme heat.

If you think you’ve faced unfair treatment after raising workplace concerns, it’s important to seek advice. Whether you’re considering a grievance, health and safety report, or potential claim, understanding your rights is essential.

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Is There a Maximum Workplace Temperature in the UK?

One of the biggest misconceptions during a heatwave is that employees can stop working once temperatures reach a certain level.

In reality, UK law doesn’t set a legal maximum workplace temperature. While the Workplace (Health, Safety and Welfare) Regulations require employers to provide a “reasonable” indoor temperature during working hours, the legislation doesn’t specify an upper limit.

Instead, employers must comply with their wider duties under the Health and Safety at Work etc. Act 1974, which requires them to take reasonable steps to protect the health, safety, and welfare of employees.

This means employers cannot simply ignore excessive heat because there’s no legal maximum. If high temperatures create unsafe working conditions, employers are expected to take appropriate action to reduce the risks. This may include creating some form of “hot policy.”

Do I Have to Work in a Heatwave?

In most cases, a heatwave doesn’t automatically give employees the right to stay at home or leave work early.

However, employers must consider whether working conditions remain safe. If excessive heat creates genuine health and safety risks, they have a duty to assess those risks and introduce measures to minimise them.

Read More: Can an Employer Cancel Annual Leave in the UK?

Employees who work outdoors, carry out physically demanding tasks, or work in environments with additional heat sources, such as commercial kitchens or manufacturing facilities, may face greater risks during periods of extreme weather.

Certain groups may also be more vulnerable, including pregnant employees, older workers, and those with underlying medical conditions that make them more susceptible to heat-related illness.

Hot Policy: What Are an Employer’s Responsibilities During a Heatwave?

Although there’s no specific hot weather legislation, employers remain legally responsible for protecting employees from foreseeable risks caused by excessive temperatures.

This starts with carrying out a suitable and sufficient health and safety risk assessment. Where high temperatures create additional hazards, employers should review existing assessments and consider whether further measures are needed.

Employers should also ensure workplaces are adequately ventilated wherever possible. Opening windows, using fans or air conditioning, reducing direct sunlight through blinds, and improving airflow can all help lower indoor temperatures. A “hot policy” can help both managers and employees understand the risks of rising temperatures and the steps they can take to address them.

Access to fresh drinking water is another important requirement. Employees should be encouraged to stay hydrated throughout the working day, particularly where work is physically demanding or takes place outdoors.

Where practical, employers may also wish to introduce temporary adjustments such as flexible working hours, earlier start and finish times, more frequent rest breaks, or relaxed dress codes to help employees remain comfortable and safe.

For outdoor workers, additional precautions may be necessary. Providing shaded rest areas, encouraging regular breaks, supplying suitable personal protective equipment where appropriate, and avoiding the most physically demanding tasks during the hottest part of the day can all reduce the risk of heat-related illness.

What If My Workplace Becomes Too Hot? Benefits of a Hot Policy

A workplace becoming uncomfortably warm does not necessarily mean employees can refuse to work. However, employers should respond appropriately if temperatures begin affecting employees’ health or well-being.

Employees should report concerns to their manager or health and safety representative as soon as possible. Raising concerns early allows employers to consider practical adjustments before conditions worsen. Again, a hot policy may be beneficial here, informing the workforce on how to act.

If employees begin experiencing symptoms such as dizziness, headaches, excessive sweating, nausea, or confusion, these may be signs of heat exhaustion. In more serious cases, heatstroke can become a medical emergency requiring immediate treatment.

Employers should ensure managers understand how to recognise these symptoms and know how to respond if an employee becomes unwell.

Can I Refuse to Work Because of the Heat?

There is no automatic right to refuse work simply because temperatures are high.

However, employees are protected under health and safety legislation if they reasonably believe there is a serious and imminent danger in the workplace. Whether that threshold has been met will depend on the individual circumstances, including the nature of the work, the workplace environment, and the steps the employer has already taken to reduce the risks.

Employees should avoid walking out without first raising their concerns wherever possible. Discussing the issue with a manager may allow practical solutions to be found quickly, such as temporary adjustments to duties or additional breaks.

If an employer refuses to address genuine health and safety concerns, employees may wish to seek advice before taking further action.

Looking After Yourself During a Heatwave

Heat can affect concentration, energy levels, and physical well-being far more quickly than many people realise. Even in air-conditioned environments, prolonged exposure to high temperatures can lead to dehydration and fatigue.

Drinking water regularly throughout the day is one of the simplest ways to stay safe. Employees should avoid waiting until they feel thirsty before hydrating, particularly if they are working outdoors or carrying out manual tasks.

Read More: Working During a UK Heatwave: Can I Leave Work Early If It’s Too Hot?

Taking regular breaks in cooler areas can also help the body regulate its temperature. Where dress codes allow, wearing lightweight, breathable clothing can improve comfort, while outdoor workers should use sunscreen and appropriate sun protection.

Employees should also remain aware of colleagues who may be struggling with the heat, particularly those carrying out physically demanding work or those with underlying health conditions.

What Should You Do If Your Employer Doesn’t Take the Heat Seriously?

If an employer fails to take reasonable steps to manage excessive workplace temperatures, employees should raise the issue internally in the first instance.

Most employers will have a health and safety policy or reporting procedure that allows employees to highlight concerns. Keeping a written record of any concerns raised and the employer’s response can be helpful if the issue continues.

Where concerns remain unresolved, employees may wish to speak with a trade union representative, seek advice from ACAS, or obtain specialist legal advice if they believe their employer has breached its legal obligations.

In serious cases where workplace conditions present an ongoing health and safety risk, it may also be appropriate to report concerns to the Health and Safety Executive (HSE).

Hot Policy and the UK Heatwave: Our Final Thoughts

As another heatwave sweeps across the UK, employers shouldn’t assume that the absence of a legal maximum workplace temperature means no action is required. While there’s no specific temperature at which employees must be sent home, employers still have clear legal duties to protect the health, safety, and well-being of their workforce.

Read More: Dismissed Due to Ill Health? What a £45,000 Payout Teaches Us About Unfair Dismissal for Sickness Absence

For employees wondering, “Do I have to work in a heatwave?”, the answer is usually yes, provided conditions are safe. Employers should assess the risks posed by extreme heat, make reasonable adjustments where necessary, and respond promptly to concerns raised by staff.

By working together and taking sensible precautions, employers and employees can reduce the risks associated with hot weather while maintaining a safe and productive workplace.

Get Help with Redmans

If you believe you’ve suffered unfair treatment after raising workplace concerns, contact Redmans Solicitors today. Our experienced employment law solicitors can assess your circumstances, explain your legal rights, and advise you on the options available. If you have grounds to bring a claim, we’ll guide you through every stage of the process.

To get started, simply:

• Phone 020 3397 3603
• Request a callback via our online form