If you’re struggling to concentrate in a sweltering office or finding it hard to stay warm during winter, you’re not alone. Many workers across the UK experience uncomfortable workplace temperatures, but few are clear on what their rights actually are.
While there are no fixed legal limits for minimum or maximum temperatures, employers still have a duty to ensure working conditions are safe and reasonable. That includes safe working temperatures.
This guide explains what the law says about office temperatures, what employers are expected to do, and what steps you can take if your working environment is affecting your wellbeing.
What’s the Recommended Office Temperature?
Office temperatures must be comfortable for those working in them. Extreme conditions can affect employee wellbeing and productivity. In the UK, weather fluctuations mean both cold snaps and heatwaves can impact working conditions.
The Health and Safety Executive (HSE) recommends maintaining a reasonable temperature in indoor workplaces. Although there is no legal minimum or maximum temperature, HSE guidance suggests offices should be at least 16℃, or 13℃ where the work is physically demanding. Employers are expected to keep workplaces adequately heated in winter and ventilated in summer.
Ideas to Stay Cool in the Office…
Impact of Temperature on Productivity and Wellbeing
Extreme temperatures affect cognitive performance, concentration, and morale. Working in excessive heat may cause fatigue, headaches, and even heat stress or exhaustion. Conversely, uncomfortably cold settings can reduce motivation and cause discomfort.
For those with chronic illnesses such as arthritis, temperature extremes can significantly worsen symptoms. In general, poor temperature regulation can lead to absenteeism, increased mistakes, reduced cooperation among colleagues, and lower productivity.
Legal Office Temperatures in the UK
There is no legally binding minimum or maximum office temperature. However, employers are bound by their duty of care under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999. Employers should assess workplace risks, including temperature-related ones, and take reasonable steps to reduce them.
Failure to Carry Out Risk Assessment
Failure to carry out adequate risk assessments or to act on identified temperature-related risks could result in enforcement action by the Health and Safety Executive (HSE).
In serious cases, this may include improvement or prohibition notices, fines, or liability in civil claims if an employee becomes unwell or suffers an injury in the workplace due to preventable conditions.
Minimum Office Temperatures
While not law, the Workplace (Health, Safety and Welfare) Regulations 1992 advise that workplace temperatures should not fall below 16℃ in general office settings.
For more physically demanding work, 13℃ is considered acceptable. Employers should assess how physical the work is and provide additional heating if needed.
Maximum Office Temperatures
The UK has no statutory maximum temperature for workplaces. However, guidance from the Trades Union Congress (TUC) recommends that action be taken if indoor temperatures exceed 24℃. This may include increasing ventilation, providing fans, supplying drinking water, and allowing more frequent breaks.
In extreme heat, failure to implement protective measures could be considered a breach of duty of care if employees become unwell.
Employer’s Duty of Care
Employers have a duty of care to ensure workplace conditions do not pose risks to health and safety. This includes managing indoor temperature effectively. Heating and cooling systems should be properly installed, serviced, and maintained. Where breakdowns occur, repairs should be arranged promptly to avoid health risks.
These responsibilities are underpinned by the Health and Safety at Work etc. Act 1974, which requires employers to ensure, as far as reasonably practicable, the health and welfare of employees.
“It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees.”
Source: Health and Safety at Work etc. Act 1974 – legislation.gov.uk
Heating and Cooling Controls
Adequate systems should be in place to maintain reasonable temperatures throughout the year. Employers must ensure systems are safe, effective, and regularly maintained. Portable heaters and fans may be appropriate where central systems are insufficient.
Risk Assessments
Employers should carry out risk assessments to identify and manage temperature-related risks. This includes evaluating the physical nature of tasks, workplace layout, individual health needs, and ventilation. Control measures should be introduced where risks are identified.
Feedback From Staff
Employee feedback is crucial to improving workplace comfort. Employers should encourage staff to raise concerns about temperature and respond promptly. Consulting employees as part of the risk assessment process is also good practice.
Compliance With Working Regulations
While temperature limits are not defined by law, employers should follow the HSE Code of Practice and keep up with any updates in guidance.
Ignoring workplace temperature risks can lead to breaches of the Health and Safety at Work Act and may expose employers to legal claims for workplace injuries.
Can Workers Refuse to Work if the Office Temperature is Too High or Low?
Employees are entitled to work in safe conditions under the Employment Rights Act 1996. However, the absence of strict temperature thresholds means refusal to work must be approached carefully.
Section 44(1)(c) states that an employee has the right not to be subjected to any detriment if they leave or refuse to return to work in circumstances where they reasonably believe there is serious and imminent danger to their health or safety.
However, employees can’t automatically stop working due to temperature. They can raise concerns, and employers must investigate and take appropriate action to maintain safe conditions.
Getting your rights to leave the workplace wrong in this situation could lead to disciplinary action, so do act with caution.
See Also: Is walking out of work a sackable offence?
Are Employers Responsible for Remote and Home Office Workers?
Yes. Employers owe a duty of care to home and remote workers, even if they cannot control the home environment directly. This duty includes providing guidance on safe working conditions and encouraging workers to complete risk assessments.
While employers are not legally required to provide heating or cooling equipment, they should support remote employees by offering advice and resources where feasible.
What to Do if Your Office Temperature is Uncomfortable
If you find your office environment uncomfortable:-
- Raise the issue informally with your manager.
- Seek support from HR or the health and safety representative.
- Submit a formal grievance if the problem continues.
- Request flexible working arrangements under the Flexible Working Regulations 2014.
Employers must consider flexible working requests seriously, particularly where health or wellbeing is affected.
Tips to Improve the Temperature in Your Office
To Keep Offices Cool:
- Use standalone fans and open windows when safe.
- Close curtains or blinds during the hottest parts of the day.
- Provide fresh drinking water and encourage regular breaks.
- Allow staff to wear lightweight, weather-appropriate clothing.
- Install eco-friendly air conditioning systems where possible.
To Keep Offices Warm:
- Ensure proper insulation in windows, doors, and ceilings.
- Use portable electric heaters or under-desk heating devices.
- Encourage staff to wear layers and provide thermal blankets if necessary.
- Allow hot drinks and warming breaks during colder days.
Employers Must Take Temperature Concerns Seriously
While UK Employment law does not set fixed minimum or maximum workplace temperatures, employers still have clear responsibilities under health and safety legislation. The absence of statutory limits can understandably be frustrating for employees seeking clarity, particularly during periods of extreme heat or cold.
Employers should take a cautious, risk-based approach, listening to staff concerns and implementing sensible measures to maintain comfort and safety.
