Record-breaking heatwaves across the UK and western Europe are causing dangerous working conditions and disrupting commutes, with economists warning that the climate crisis will dent economic growth unless countries adapt their ageing buildings and infrastructure.
Impact on workers and sectors
Monique Mosley, who works at a food factory in Yorkshire, said June's heatwave made conditions unbearable. "We make hot filled food products and it's common that we see temperatures in the high 30s," she said. "Thanks to our union, our employer is offering extra breaks, but not every workplace is the same."
The latest heatwave has presented significant challenges from sweltering offices and disrupted commutes to dangerous construction sites where workers risk dehydration and heatstroke. There is growing acceptance that extreme heat spells significantly impact productivity and threaten Europe's already sluggish economies.
Economic consequences
Robert Marks, lead climate economist at Oxford Economics, said temperatures in the high 30s and low 40s would "likely lead to substantial productivity losses and directly disrupt labour across construction, agriculture, manufacturing, retail and hospitality and other sectors which are unable to provide a protected work environment." These sectors represent 27% of economic activity in the UK and an average of 35% in western Europe, he noted. A four-day heatwave "could reduce quarterly labour productivity growth by 1.5 percentage points in the UK and up to two percentage points in the rest of western Europe."
Researchers at Allianz found extreme heat emerging as a "structural economic risk" for Europe. France, Spain and Italy are among the most exposed economies. Under the study's stress scenario, France could lose $240bn (£182bn) in economic output between 2026 and 2030, followed by $147bn for Italy and $120bn for Spain, representing a cumulative loss of up to 7% of GDP.
Regulatory gaps and employer responses
UK workplace regulations set a minimum working temperature but no maximum legal temperature. The Health and Safety Executive (HSE) advises employers to maintain a "reasonable" temperature. The HSE suggests rescheduling work to cooler times, providing more frequent rest breaks and free access to cool drinking water.
David D'Souza, director of profession for the Chartered Institute of Personnel and Development, said: "A lot of organisations which have flexibility will be making use of it. However, that flexibility isn't available to every organisation, so it provides far more of a challenge where people have to be on site or they have to wear specific protective clothing."
In Italy, the Lazio region ordered construction workers and delivery riders not to work between 12.30pm and 4pm during the heatwave, though reports indicated some flouted the order. Elusive Brewing in Berkshire halted production. Owner Andy Parker said: "We don't want to be brewing… [It's] north of 40 degrees in the brewery and that's not safe for staff."
Inequality in flexible working
The heatwave has reignited tensions about inequality in flexible working. Trade unions have called for a maximum working temperature, but ministers and business groups have previously rejected this. The Confederation of British Industry (CBI) has called for a "commonsense approach." Matthew Percival, the CBI's future of work and skills director, said: "Employers have a duty of care to their employees which includes managing heat-related risks."
European neighbours like France and Germany also lack a maximum legal temperature, but have introduced measures. France requires employers to alter working arrangements and provide drinking water. German employers must cool workplaces if temperature rises above 30C, with stricter rules at 35C. Spanish workers unable to reach their workplace can get up to four days of paid leave.
In the UK, workers faced cancelled trains, more breakdowns and school closures. Catrin Mills, employment lawyer at Sharpe Pritchard, said employees do not have an automatic right to time off if their child's school is closed, but can take unpaid time off for dependants to make alternative arrangements.
