Acas has launched new guidance which offers some top tips for employers to help ensure their businesses remain productive during hot weather whilst keeping staff happy too. Acas 7 top tips for hot weather working include:
1. Workplace temperatures should be reasonable:HSE advice is that the temperature in all workplaces inside buildings must be reasonable and the HSE also provide advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature.
2. Keeping cool at work: Switch on any fans or air conditioners and use blinds or curtains to block out sunlight. Staff working outside should wear appropriate clothes and use sunscreen to protect from sunburn.
3. Stay hydrated:Workers should drink plenty of water throughout the day to prevent dehydration and not wait until they are thirsty.
4. Dress code: Where possible it may be advisable to for employers to relax the rules for wearing ties or suits.
5. Getting into work: If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time, so be alert to potential problems and check schedules.
6. Vulnerable workers: Some workers may be more adversely affected by the hot weather such as later-life workers, pregnant women or those on medication, so employers should discuss/address needs.
7. Fasting during hot weather: Muslims are currently observing Ramadan and fasting during the daylight hours, so employers should consider how they can help if this impacts on workplace arrangements.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
