Cool treats for your furry friends!
Kate Bennett The-HR-Hero
Helping SME’s from 1-100 staff with employment law, HR and people management. To set healthy boundaries with your team and protect the business - SOS Call | on going support | HR consultancy | training - DM me????♀?
It's the last few days of July and I'm still banging on about hot weather.
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If you're bored of reading about it, then I hope you like this photo of Barney enjoying my last bit of ice lolly!
Can staff refuse to work if it's too hot?
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In certain circumstances, employees have the right to refuse work if they believe the conditions pose an immediate and serious risk to their health and safety. This is outlined in the Employment Rights Act 1996. However, employees should still follow the usual steps when raising concerns:
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1. Raise the issue with your employer first and attempt to resolve it informally.
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2. If necessary, follow your company's formal grievance procedure.
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3. Seek advice from your trade union or external agengency, such as the Health and Safety Executive if the issue remains unresolved.
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Possible Consequences of Refusing to Work
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If staff refuse to work due to excessive heat, it could potentially result in disciplinary action or reduced pay. However, there are legal protections in place to prevent retaliation against employees who raise genuine health and safety concerns.
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Advice for Employers
To avoid disputes and maintain a safe working environment, employers should proactively address potential heat-related issues. This may include monitoring weather forecasts, implementing appropriate control measures, and ensuring clear communication with their staff.
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In conclusion, while there's no specific temperature threshold in the UK for refusing work due to heat, employees have the right to a safe working environment, and employers must take reasonable steps to protect their well-being.
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If employees feel that their health is at risk, they can refuse work, but it's important to follow proper procedures and seek advice to minimise any potential negative consequences.
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Best wishes,
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Kate
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PS. If you’re worried about a problem in the team, or?need help?and?advice about?employing staff or managing people,?then?get in touch with me for a free chat: https://www.thehrhero.co.uk/get-in-touch
Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.