Extreme weather is becoming increasingly common in the UK, from heatwaves and freezing temperatures to storms and high winds. These conditions can have serious implications for workplace safety and employee wellbeing.
Employers have a legal duty to protect staff from risks related to temperature and weather, both indoors and outdoors. Understanding these responsibilities and knowing what rights employees have is key to maintaining a safe and compliant workplace.
What is the employer’s duty of care for extreme weather?
Employers have a general duty of care under the Health and Safety at Work etc. Act 1974 to protect the health, safety, and welfare of employees. This duty applies across all workplaces, from offices and warehouses to construction sites and transport operations. Extreme weather conditions can create a range of hazards (such as icy car parks, slippery walkways, heat stress, and even structural risks from high winds), all of which must be considered in the organisation’s risk assessments.
Employers should identify how all weather affects staff, assess the likelihood and severity of risks, and take reasonable steps to control them. This might include practical measures such as:
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- Maintaining heating and cooling systems
- Providing appropriate PPE, such as insulated clothing, waterproof gear, or sun protection
- Adjusting work schedules to avoid exposure during the hottest or coldest parts of the day
- Ensuring equipment is safe to use in extreme conditions
- Communicating clear emergency procedures for storms, floods, or power outages
For indoor work, it may involve improving ventilation, shading, or cooling during heatwaves. For outdoor work, employers should consider shelter, rest areas, hydration breaks, and whether operations can safely continue during extreme weather conditions.
Failure to take these precautions can lead to enforcement action from the Health and Safety Executive (HSE) and expose businesses to reputational and legal risks if employees are harmed as a result.
What does the law say about workplace temperatures?
The Workplace (Health, Safety and Welfare) Regulations 1992 sets the standard for temperature control in workplaces. Regulation 7 requires that indoor temperatures are “reasonable” during working hours. While no specific temperature range is legally mandated, the HSE provides guidance suggesting that workplaces should normally be at least 16°C, or 13°C for physically demanding work.
There is currently no legal maximum temperature, but employers must act if conditions become too hot to work safely, or temperatures are no longer “reasonable” for the work being done. Excessive heat can lead to fatigue, dehydration, heat exhaustion, and loss of concentration, all of which increase the risk of accidents and errors.
Reasonable control measures may include:
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- Improving ventilation and air conditioning
- Providing fans or temporary cooling units
- Using blinds or reflective film to reduce solar gain
- Allowing more frequent breaks
- Relaxing dress codes where appropriate
Similarly, during cold extreme weather, appropriate measures should be taken, including maintaining heating, minimising draughts, providing staff with warm clothing, or allowing for additional breaks in heated rest areas. Employers should also plan for transport disruptions or access issues caused by snow and ice.
Can employees refuse to work in extreme weather conditions?
UK law does not specify a temperature or weather threshold at which employees can refuse to work. Instead, the focus is on whether conditions are safe and whether the employer has acted reasonably.
If an employee believes that extreme temperatures or weather pose a health and safety risk, and the employer fails to take appropriate action, Section 44 of the Employment Rights Act 1996 may protect them from disciplinary action or dismissal for refusing to work in unsafe conditions.
Employers should include weather-related risks in their regular risk assessments and monitor Met Office weather warnings. If a red or amber warning is issued for severe conditions (such as heatwaves, freezing temperatures, high winds, or flooding), employers should review whether it is safe to travel to work or continue operations. Clear communication and flexibility, such as allowing remote work or rescheduling shifts, can help prevent unsafe situations and maintain trust with employees.
How can iCOR help businesses manage health and safety risks from extreme weather and temperatures?
Managing the impact of extreme weather requires demands robust and proactive systems for compliance, documentation, and continuous improvement.
iCOR supports organisations in complying with the Health and Safety legal obligations relevant to them. Through digital self-audit tools, automated evidence recording, and compliance tracking, iCOR helps businesses identify gaps, implement controls or improvements, and demonstrate compliance to regulators, auditors, and stakeholders.
Book a demo here to learn how iCOR can support you in managing risks proactively; protecting employees, ensuring legal compliance, and strengthening organisational resilience.
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