From a data protection perspective, employers are allowed to check the temperature of workers and visitors and carry out other health checks, provided that: The TUC has called for the introduction of an upper temperature limit in the workplace so that employers are obliged to act when the indoor temperature reaches 24°C. This would mean that employees could be sent home and their employers prosecuted if temperatures at work reach 30°C (or 27°C for those doing physically demanding work). The TUC has come out in favour of a legally binding maximum temperature. The Industrial Relations Authority accepted Manson`s claim of discrimination, stating that “every employer is required to provide a working environment reasonably free from manifest deficiencies in health and safety, and a large repair shop for unpaved hangar vehicles without adequate heating, operated by a lone loading mechanic in the dead of a Christchurch winter, does not meet the employer`s obligation to do so”. At Level 1, temperature control with individual consent would be allowed, and there is the right to refuse private transactions. For example, if a company uses thermal imaging cameras, from a privacy perspective, it should include clear signage that warns people of this fact and directs them to places where they can find more information about the purpose of collection, with whom the information could be shared, etc. The same restrictions on the use and disclosure of information as mentioned above also apply to information collected from visitors to the premises. A diagnosis that an individual has contracted COVID-19 or has the antigen is health information for the purposes of the HIP Code, so the same HIP Code restrictions apply to the use and disclosure of health information as outlined in the Monitoring/Temperature Controls section above (but only if the employer is subject to the HIP Code). Extreme temperatures are a known hazard – from freezing to burning, heat or its absence can seriously harm people. The obvious dangers are easy to identify, but when it comes to temperature causing only discomfort, it`s less simple. Section 4 of the Occupational Health and Safety Regulations, 1995 requires employers to provide and maintain: You should also remember that air temperature is only a rough guide, as humidity, wind speed, radiant heat sources, clothing, etc.
all have an effect that a regular thermometer does not take into account. A more accurate assessment can be obtained with special equipment such as a wet thermometer or electronic equivalent to measure humidity. The comfort range for humidity is between 40% and 70%. Extremely hot or cold environments are places where temperatures are so high or low that they can cause heat or cold-related illness or injury to a person. The Workplace (Health, Safety and Welfare) Regulations 1992 state that your employer must maintain an appropriate temperature where you work, but it does not specify a maximum temperature. Telling your boss that you want to talk to your health and safety officer about the uncomfortably hot temperature shouldn`t take long to turn on the air conditioner. There are no legal limits on the temperatures at which workers can work safely. But your employers have a duty of care to create a safe environment. First Union, which primarily represents employees, refers to WorkSafe`s recommendations on maximum temperatures. There is no law for maximum working temperature or when it is too hot to work.
“When people get too hot, they risk dizziness, fainting or even heat cramps. In very hot conditions, the body`s blood temperature rises,” the TUC warned. In comparison, this year`s exceptionally high temperatures in Europe prompted the UK`s Trades Union Congress (TUC) to call for a maximum workplace temperature of 30 degrees for non-manual work and 27 degrees for manual work. However, the regulation does not provide for a minimum or maximum temperature for workplaces. However, the guidelines of the Ministry of Economy, Innovation and Employment (MBIE) give a general idea of what is acceptable (see below).