Workplace Heat: Your Right to a Comfortable Temperature
In Germany, the approach to workplace heat regulations is primarily guided by the Occupational Safety and Health Act and the Workplace Ordinance, rather than specific, strict temperature limits.
**Key Regulations and Guidelines**
The recommended maximum temperature for indoor workplaces is 26°C (78.8°F). However, if the outside temperature is higher, the indoor temperature may exceed this limit, with no clearly defined upper ceiling. At 30°C, employers are required to intervene by providing additional protective measures such as shade, access to drinking water, and increased ventilation. At 35°C or above, the workplace is generally considered unsuitable for work unless further protective measures are implemented.
For outdoor workers, there are currently no explicit nationwide regulations for mandatory "heat leave." Instead, employer responsibilities focus on risk assessment and protective measures. During extreme heat events, some sectors may reduce or halt work due to safety concerns, but this is not a formalized national law.
**Cooling Measures**
Employers must provide sufficient drinking water, shading, and ventilation. Work scheduling may be adjusted to avoid the hottest parts of the day, and employees are encouraged to take more frequent breaks.
**Comparison to Other European Countries**
Germany's approach is less prescriptive than countries like Spain, which has specific temperature ranges for different types of work and stricter enforcement. In France, while there is no fixed maximum temperature, employers must ensure staff safety, including access to fresh water and rest breaks.
**Current Developments**
The European Trade Union Confederation is advocating for common European standards, including maximum working temperatures for different sectors and the right to absence without penalty when extreme heat endangers workers. Some industries, such as construction and transport, may implement ad hoc work stoppages during extreme heat for safety reasons, but these are not mandated by national law.
**Summary Table**
| Aspect | Germany (Current) | EU Recommendations | |--------------------------|----------------------------------------------------|----------------------------| | Maximum indoor temp. | 26°C (recommended), no strict upper limit | 26°C ceiling, 30°C action | | Mandatory cooling | At 30°C: shade, water, ventilation; at 35°C+ more | Similar | | Heat leave (mandatory) | No (except ad hoc in some industries) | Proposed, not implemented | | Outdoor work regulation | No explicit law, focus on risk assessment | Varies by country |
**Conclusion**
Germany's regulations focus on employer responsibility to assess risks and implement protective measures during heatwaves, rather than granting automatic heat leave. Cooling measures such as access to water, shade, and adjusted work schedules are required, especially as temperatures rise above 30°C. There is increasing pressure from unions and within the EU for stronger, harmonized protections for workers facing extreme heat.
- In the context of workplace-wellness and health-and-wellness, Germany's regulations suggest that employers should provide additional protective measures such as shade, access to drinking water, and increased ventilation when the indoor temperature exceeds 30°C, as per the science of worker safety and comfort.
- In the realm of business and finance, the European Trade Union Confederation is advocating for common European standards, including maximum working temperatures for different sectors and the right to absence without penalty when extreme heat endangers workers, demonstrating an important focus on health-and-wellness and workplace-wellness.
- Despite the lack of explicit nationwide regulations for mandatory "heat leave" in Germany, the approach to workplace heat regulations is closely tied to the finance and business sectors, as employers are expected to assess risks and implement protective measures during heatwaves, following the guidelines set by the science of worker safety and comfort.
