Heat at Work: Why reps and members must act now
With multiple extreme temperature spells already recorded this year and further hot periods predicted, excessive heat is no longer a short-term issue. Rising global temperatures mean extreme heat events are an ongoing, serious workplace hazard that requires annual preparation.
The recent issuing of a red weather warning highlights the urgency of this situation. PCS members and health and safety representatives must understand their rights and take collective action to ensure workplace safety.
Unlike countries such as Spain and Belgium, UK law does not currently set a maximum workplace temperature. The Workplace (Health, Safety and Welfare) Regulations 1992, and the 1993 equivalent in Northern Ireland, only require employers to maintain a "reasonable" temperature. This vague standard frequently leaves workers exposed to uncomfortable or dangerous conditions.
The TUC and PCS are actively campaigning against this status quo, calling for a clear, enforceable upper limit. The union is pushing for mandatory action to reduce temperatures once they rise above 24°C, alongside an absolute maximum limit of 30°C, or 27°C for strenuous work, above which work must stop completely. As temperatures continue to rise year on year, clear legal standards remain essential to protect the workforce.
A serious hazard to health and safety
Hot workplaces are inherently unsafe. High temperatures lead to dehydration, fatigue, cramps, and fainting, and severe cases can result in heat stroke or collapse. Even before conditions reach extreme levels, heat impairs concentration, increases the risk of accidents, and makes personal protective equipment difficult to use properly. The PCS rule of thumb is straightforward: if staff say it is too hot, then the temperature has become unreasonable.
Employers must evaluate individual circumstances carefully rather than applying a one-size-fits-all approach. What constitutes a reasonable temperature depends heavily on the job role, environment, age, disabilities, and medical conditions. For instance, outdoor workers face additional risks like direct sun exposure, dehydration, and an increased chance of skin cancer. Furthermore, severe heat regularly impacts public transport and power networks. Employers must account for these travel disruptions and consider relaxing hybrid working policies when commuting becomes hazardous.
Organise, monitor, and act
Heat must be treated as seriously as any other workplace hazard. Employers are legally obliged to carry out risk assessments when the environment changes, including temperature fluctuations. Management should actively monitor workplace temperatures and provide that information to staff. Reps can order themed PCS thermometers through their group or national branch to track these conditions independently.
Where a national heat agreement or risk assessment is missing, reps should demand an assessment for their specific workplace or raise the issue through safety committees. If your branch has already negotiated a high-temperature agreement, management must follow it; holding employers accountable to these established protections is not optional.
In the absence of an agreement, reps should push for immediate, practical controls. These measures include improving ventilation using fans or air cooling, moving staff away from heat sources, and providing cold drinking water alongside regular breaks. Employers should also relax dress codes, introduce flexible hours or home working, and provide shade, sunscreen, and protective clothing for those working outdoors.
Accessing support
You are not on your own when tackling these conditions. For guidance on specific circumstances, the Health and Safety Executive offers advice and checklists on maintaining thermal comfort in the workplace. If you are facing issues with excessive heat at work, speak to your local health and safety representative, access support through PCS Digital, or contact the union directly at [email protected].