24 June 2026
While many people assume there must be a legal temperature limit for workplaces, the reality is more nuanced. There is currently no maximum workplace temperature set by law in England and Wales. Instead, employers are expected to take sensible and reasonable steps to ensure employees can work safely and comfortably.
As temperatures rise, businesses should consider whether existing workplace arrangements remain suitable and whether additional measures may be required to protect staff wellbeing.
What Does the Law Require?
Although there is no legal upper temperature limit, employers remain subject to a number of health and safety obligations.
Under the Health and Safety at Work etc. Act 1974, employers must take reasonably practicable steps to safeguard the health, safety and welfare of their employees.
Workplace regulations also require indoor working environments to be maintained at a reasonable temperature with access to adequate ventilation and fresh air.
In practice, this means employers should not ignore the effects of excessive heat, particularly where working conditions could create health or safety concerns.
When Hot Weather Becomes a Workplace Issue
High temperatures can affect concentration, productivity and overall wellbeing. In some cases, they can also increase the risk of illness or injury.
Particular attention may be needed where employees:
Some employees may also be more vulnerable to hot weather, including pregnant workers, older employees and those with underlying health conditions.
Practical Steps Employers Can Take
Every workplace is different, but there are a number of measures employers may wish to consider during periods of extreme heat.
These could include:
A proactive approach can help minimise disruption while demonstrating a commitment to employee welfare.
The Benefits of a Flexible Approach
Hot weather can often be managed effectively through temporary adjustments to working arrangements.
Home Working
For office-based roles, working from home may provide employees with a more comfortable environment while avoiding difficult journeys during periods of extreme heat.
Where practical, temporary remote working arrangements can help maintain productivity and support staff wellbeing.
Alternative Working Hours
Some employers may also benefit from introducing temporary flexibility around start and finish times.
Earlier starts, earlier finishes or adjusted shifts may be particularly useful for employees working outdoors or in buildings that become excessively warm during the afternoon.
Any temporary changes should be communicated clearly to ensure consistency across the workforce.
Reviewing Workplace Policies
Periods of extreme weather can also provide a useful opportunity to review workplace policies.
For example, employers may wish to consider whether:
Being prepared before temperatures rise can help avoid uncertainty and ensure a consistent approach across the business.
Supporting Employees With Caring Responsibilities
Heatwaves can sometimes cause disruption beyond the workplace, including school closures and childcare difficulties.
Employees facing unexpected caring responsibilities may require short-term flexibility or emergency time off.
A supportive and pragmatic response can help maintain positive employee relations while ensuring the needs of the business continue to be met.
Looking Ahead
As periods of extreme heat become more common, employers are increasingly being asked to balance operational needs with employee wellbeing.
While there may be no legal maximum temperature for work, employers should not assume that hot weather can be ignored. Taking sensible preventative measures, reviewing workplace arrangements and maintaining open communication can help reduce risk and support a healthier working environment.
Need Employment Law Advice?
Whether you are reviewing workplace policies, managing employee wellbeing during hot weather, or seeking guidance on your wider employment law obligations, our Employment Law team can help.
We advise businesses and employers throughout Dorset, including Bournemouth, Poole, Christchurch and Highcliffe, providing practical and commercially focused legal support.
To discuss your circumstances, call 01202 294411 or contact us through our website to arrange a confidential consultation.
