A heatwave risk assessment helps employers understand how hot weather could affect their staff, visitors, customers, service users, or anyone else in the workplace. It is not just about checking the temperature. It is about looking at the full situation, the type of work, the people doing it, the building, outdoor conditions, PPE, hydration, rest breaks, and how quickly someone could become unwell in the heat.
For UK employers, this topic matters because there is no single legal maximum workplace temperature. That does not mean heat can be ignored. Employers still need to assess heat-related risks and take sensible steps to protect people. Managers, supervisors, HR teams, and care-sector staff who want to build confidence in this area can explore Royal Open College’s Heatwave: Health and Safety Tips course, which supports CPD knowledge around heat risks without replacing employer-led risk assessments, workplace procedures, or legal advice.
A heatwave risk assessment is a practical check of how hot weather could affect people at work. It is not just about reading a thermometer.
A good assessment looks at the whole situation.
Questions to ask:
Are any workers:
These questions help employers move from guessing to planning.
Start with the workplace. Look at air temperature, direct sunlight, humidity, air movement and heat from equipment, kitchens, laundries, vehicles or machinery.
Then look at the task. Heavy lifting, fast movement, personal care, cleaning, cooking, maintenance, warehouse work and outdoor jobs can all increase body heat. HSE says heat stress risk can depend on work rate, working climate, work clothing, PPE and individual factors.
Finally, speak to staff. If people are feeling dizzy, tired, thirsty, confused or unable to concentrate, do not ignore it.
Some workers feel the heat more than others. This may include pregnant workers, older workers, people with heart or breathing conditions, people with disabilities, people taking certain medicines, and staff who are new or returning after time away.
In health and social care, employers should also think about residents, patients and service users. Some people may rely on staff for drinks, room comfort, movement, medication routines and help staying away from direct sun.
Small changes can make a big difference.
🏢 Employers can:
Acas says employers must provide suitable drinking water, and extra breaks for cold drinks may help during hot weather.
🌳 For outdoor work, think about:
PPE should not be removed if it is needed for safety. But employers should ask whether the task can be shortened, delayed, moved to a cooler area, or shared between staff.
In hot settings, PPE can make it harder for the body to cool itself. GOV.UK guidance says PPE heat-stress risk depends on work rate, workplace climate, PPE and the individual.
If formal dress is not safety-critical, lighter clothing or temporary dress-code flexibility may help.
Care homes, clinics, hospitals, supported living and home care teams should link heatwave planning with daily care. This may include hydration checks, room temperature checks, medicines, staff fatigue, lone working, travel between visits, and plans for amber or red alerts.
UKHSA’s Heat-Health Alert action card gives health and social care providers suggested actions at different alert levels.
A heatwave risk assessment does not mean work must stop at one set temperature. UK law does not work that way.
A fan is not always enough. Heat risk depends on the task, room, clothing, people and controls.
Heat risk is not only an outdoor issue. Indoor staff can also struggle in kitchens, care homes, laundries, warehouses, clinics and poorly ventilated offices.
A CPD course can support knowledge and confidence, but employers still decide what training, procedures, supervision and workplace controls are suitable for each role.
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