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Workplace Temperatures

It is important that people affected by organisations or individuals undertaking important reviews are confident that there is a proper process in place that identifies their expertise. Of course, it is not a pure equation, and people might not see the information they had hoped for at the end of a report, but they should have confidence in the process, so my hon. Friend makes a reasonable point. I will ensure that he gets those details, and I will publish the letter and put it in the Library so that all hon. Members can see it. The issue of maximum temperatures in the workplace has been discussed for several years, as my hon. Friend indicated. The TUC has been calling for a change in legislation with the introduction of an absolute maximum temperature, as has been mentioned, of 30° C, or 27 ° C for those doing strenuous work, at which point workers should not have to work unless effective measures are put in place to manage heat, with failure to do so making an employer liable for prosecution. I certainly support my hon. Friend's call for clear and coherent requirements for employers on how they combat heat in the workplace, and that has been reflected in comments from other hon. Members. That is what the HSE review has focused on achieving. In considering the best way to achieve that, it is important to understand the existing regulatory approach. Despite the concerns raised today, understanding the scientific evidence must play a key part in informing that. The HSE advises that temperature is only one indicator of potential thermal discomfort in the upper range. The influence of temperature on health and safety in the workplace is dependent on the interaction of several factors: air temperature, clothing, relative humidity, radiant temperature, air movement and metabolic work rate.