Turning Up the Heat on Equity: Supporting Employees During Extreme Weather

As the UK endures its fourth heatwave this year, extreme weather is becoming an increasingly important workplace consideration. For employers, keeping people safe during periods of extreme heat is not simply a health and safety issue – it is also an important part of DEI and accessibility.

A workplace that works well for most people may present significant barriers for others. Employees with disabilities, neurodivergence, pregnancy-related needs, long-term health conditions or other individual circumstances may experience extreme temperatures differently. A genuinely inclusive approach means recognising those differences rather than expecting everyone to cope in the same way.

Is there a maximum workplace temperature in the UK?

One of the most common questions employers ask is whether there is a legal maximum temperature at which staff must stop working.

Currently, there is no specific legal maximum workplace temperature in the UK. However, employers still have responsibilities to manage workplace health and safety and provide a reasonable working temperature. The Health and Safety Executive (HSE) recommends assessing the risks associated with temperature, particularly where heat stress may occur.

That means “there is no maximum temperature” should not be interpreted as “employers do not need to do anything”.

Why Heatwaves Are a DEI Issue

Heat affects everyone differently.

For some employees, a warm office may be an inconvenience. For others, it can have a significant impact on their ability to work safely and effectively. Employees who may require additional consideration include:

• Disabled employees and those with long-term health conditions
• Neurodivergent employees who experience sensory sensitivities
• Pregnant employees
• Individuals experiencing menopause symptoms
• Older workers
• Employees taking medication that affects temperature regulation 

This is where equity, the “E” in DEI, becomes particularly important. Treating everyone exactly the same during extreme weather may not create equal outcomes. Some individuals may need additional support or adjustments to perform at their best.

What Reasonable Adjustments Could Employers Consider?

Another frequently asked question is:

“What reasonable adjustments can be made during a heatwave?”

Depending on the role and the individual, employers may consider:

• Flexible start and finish times
• Temporary homeworking arrangements
• Additional rest breaks
• Access to cooler workspaces
• Relaxed dress codes where safe to do so
• Provision of fans or improved ventilation
• Adjustments to workloads and performance targets
• More frequent wellbeing check-ins
• Access to cold drinking water and shaded rest areas

The key is recognising that adjustments should be tailored to individual needs rather than applying a one-size-fits-all approach.

What about employees travelling to work?

Extreme weather can also affect commuting. Public transport disruption, increased travel times and difficulties walking or cycling in high temperatures may affect some employees disproportionately.

Employers should consider whether temporary flexibility around start times, attendance or working location could reduce unnecessary barriers. As with other DEI considerations, communication is important: employees should know who to speak to and feel comfortable raising concerns without fear of being perceived as difficult.

How can businesses prepare rather than react?

Extreme weather is a useful reminder that inclusion should be embedded into everyday processes, not treated as an emergency response.

Review your risk assessments, accessibility arrangements, policies and communication processes before the next heatwave. Most importantly, speak to employees. Their lived experience can reveal barriers that a policy review alone may miss.

Extreme weather may be temporary, but the lessons it provides about workplace inclusion are not. Building a workplace that can adapt to individual needs — in a heatwave and throughout the year — is a practical step towards a more equitable, accessible and resilient organisation.