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Workplace Temperatures

When I refer to stakeholders, I include employers' representatives and employees' representatives such as trade unions, which have been referred to in the debate. Along with extensive engagement with stakeholders as part of the further work requested by the HSE board, which I shall touch on later, the work done by the HSE to consult all interested parties is the right approach. It is not fair to say that an attempt to build consensus is the wrong approach. There needs to be discussion. If there were not, there would be a great deal of criticism. Further analysis was also undertaken as part of the review, including interrogation of the HSE statistics collected under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 and information on complaints and queries submitted to the HSE information line. The analysis revealed that there was little evidence of health effects caused by high temperatures. Infoline information demonstrated that the number of complaints and queries increased in direct relation to hot and cold spells of weather. In addition, information was considered from key European Union member states—this has been referred to by hon. Members—on how workplace temperatures are managed in their countries, along with research gathered on the experience of managing workplace temperatures in Australia. It is clear from the report that there is no consistent approach to the matter across Europe. Some member states recommend a maximum temperature but others do not.