Keeping Cool: Smart Strategies for Working in Hot Weather

How to Manage Hot Weather at Work

High Temperatures

Hot weather can mean hot classrooms which can lead to tired and less enthusiastic staff. Whilst there is no maximum temperature for a workplace, it is whatever is “reasonable”.  

However, the NEU has a policy of treating 26ºC as the maximum for teachers to work in for a prolonged period. The TUC recommended limit is 30ºC (or 27ºC for those doing strenuous work). 

To help keep your staff  at a more comfortable temperature in line with your duty of care you can: 

  Ensure you have curtains or blinds that can block the sun. 

  Provide fans or air cooling units in rooms that get hot. 

  Ensure staff have access to plenty of fluids. 

  Turn off heat generating equipment when possible. 

  Reduce the level of physical activity, (e.g P.E). 

  Adjust timetables and move classes to cooler spaces. 

Asking staff to let you know if they are finding it particularly uncomfortable in their area of work will also enable you to identify what steps can be taken to make it more tolerable for them. 

An optional thermal comfort risk assessment if staff are unhappy with the temperature can be found on the HSE website. 

Relaxing Your Dress Code

You may also want to consider relaxing your dress code to allow staff to wear more comfortable clothing in the heat. Increase latitude in what is deemed acceptable can lead to some staff making inappropriate choices regarding work wear.  

Schools can choose to still enforce a dress code during a heatwave and potentially discipline or send home staff who refuse to follow it, provided they follow proper procedures. When allowing a temporary relaxation of the dress code be sure to provide staff with clear communication and clarity around clothing and what is not acceptable in the workplace under the relaxed rules. 

Supporting and Valuing Your Workforce 

If you have employees who may be more vulnerable to environmental conditions - such as those who are older, pregnant, disabled, experiencing menopausal symptoms or taking certain medication – managing health conditions or symptoms may be impacted by workplace temperature and environmental factors. For example, heat, humidity, and poor ventilation can aggravate certain medical conditions or side effects of medication, and may create barriers to working comfortably or safely.

Employers should be proactive in identifying any such health-related vulnerabilities, whether temporary or long-term, and should consider putting in place appropriate adjustments to support the wellbeing of these employees. This may include:

Offering more frequent rest breaks
Ensuring access to seating where required
Maintaining adequate ventilation and temperature control

You should ensure that such employees are not put at a disadvantage or exposed to working conditions that could worsen an existing health condition or create health and safety risks.

Please be mindful that employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for employees with disabilities, and a duty under the Health and Safety at Work Act 1974 to ensure the health and safety of their employees, including during hot weather.

Consideration For Staff Experiencing Menopause

The latest School Workforce Census (Nov 2024) shows that female teachers over 40 make up around one-third of the total teaching workforce meaning that a large proportion of your staff are likely to be experiencing peri-menopause or menopause compared to other sectors. 

Menopause can cause hot flashes, which are exacerbated by heat and humidity, making it difficult for some women to work comfortably. As the menopause typically affects those assigned female at birth, any detrimental treatment  related to the menopause could represent direct or indirect sex discrimination. 

If your school already has a Menopause at Work Policy in place ensure you review it considering the current risks of unusually high temperatures. 

How Judicium Education Can Help...

At Judicium, we have leading expert services in Occupational Health and Strategic HR.

With frequent employment law changes, staff issues and compliance pressures, schools and academy trusts need expert support to help reduce risk, stay compliant, and make confident HR decisions. We work closely with school leaders and HR teams to develop effective recruitment campaigns, ensuring compliance with employment laws and best practices. Our Occupational health service includes establishing each individual employee's fitness for work, helping to manage employee  absence, supporting return to work strategies and assisting in promoting general health & wellbeing of the workforce. 

Contact us today to find out how Judicium Education can help your school or academy trust enhance its HR culture and build a strong, motivated, and successful team.

You can find information regarding our Employment Law and HR service here.

If you require any support in any of these steps or would like to talk to someone surrounding some support for your school, please do not hesitate to call us on 0345 548 7000 or email enquiries@judicium.com. 

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