Heatwave at work: what are your rights when it gets too hot?
30 June 2026 · 5 min reading time
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Working during a heatwave can quickly become exhausting. Heat causes fatigue, slows down movements, reduces concentration and can lead to discomfort or faintness, especially when the job involves physical effort or takes place in a poorly ventilated environment.
Not all employees are exposed in the same way. A poorly insulated office, a warehouse, a kitchen, a construction site or a delivery round do not involve the same constraints. As Anact points out, high temperatures can worsen working conditions in all sectors, including when the activity does not take place outdoors.
The French Labour Code does not set a maximum temperature above which work would automatically be prohibited. However, the employer must prevent risks linked to heat at work and take measures when working conditions become difficult to tolerate.
New regulations on heat at work: what has changed
Since 2025, the prevention of high temperatures at work has been more strictly regulated. This is not a new law in the strict sense, but a decree dated May 27, 2025 and an order published on the same date, which added specific provisions to the French Labour Code.
These texts concern intense heat episodes, defined according to Météo-France vigilance levels. Yellow vigilance may correspond to a heat peak or a persistent heat episode. Orange vigilance corresponds to a heatwave, while red vigilance refers to an extreme heatwave.
For employees, the point is simple: heat must be treated as a professional risk in its own right. The assessment is not limited to the temperature displayed. It must also take into account the position held, the effort required, sun exposure, humidity, ventilation, the equipment worn and the possibility of recovering in good conditions.
Temperature limit at work: what the law really says
The question comes up every summer: is there a temperature limit at work? In practice, there is no legal threshold that automatically stops work from 30, 35 or 40°C.
This does not mean that employees must keep working no matter what. The same temperature may be tolerable in a ventilated space, with fresh water and regular breaks, but become risky in a physical job, under direct sunlight or in premises where air circulation is poor.
The regulations are therefore based on an assessment of the real situation. The more heat is combined with significant physical effort, poor ventilation, heavy equipment or prolonged exposure, the higher the risk becomes.
Working at 30 degrees: when does heat become a risk?
Working at 30 degrees is not prohibited in itself. However, this temperature can become a warning signal, especially if the employee has to carry loads, stand for long periods, work outdoors or wear protective equipment.
INRS gives two useful reference points: above 30°C for sedentary work and 28°C for physical work, heat may constitute a risk for employees. These values are not automatic stop-work thresholds, but they indicate that prevention measures must be strengthened.
The context therefore matters as much as the number displayed. An order picker, production worker, cook, delivery driver or construction worker may be exposed more quickly than an employee whose activity requires little physical effort.
Employer obligations during a heatwave
During a heatwave at work, the employer must act before the situation worsens. The measures to be implemented depend on the job, the workplace and the level of exposure.
In some cases, it may be necessary to shift working hours, limit the most physical tasks to the coolest hours, increase breaks or organize rotation between the most demanding workstations.
The working environment also matters. Blinds, better ventilation, shaded areas, protection against solar radiation or a cooler space for recovery can make a real difference during the day.
Equipment must also be examined closely. A helmet, gloves, safety shoes or covering clothing may be essential, but they can also increase the heat felt by the employee. When the job allows it, more suitable equipment can reduce fatigue and discomfort.
Fresh water, breaks, working hours: essential protections
Access to fresh drinking water is one of the first measures to provide during an intense heat episode. Employees must be able to drink easily throughout the day, without having to wait for a break or move far away from their workstation.
Water must be available near the workplace and kept fresh. This rule is particularly important for employees who work outdoors, move around a lot, handle loads or work in areas where water points are far away.
Breaks are just as important. They allow employees to recover, hydrate and lower their body temperature. When the activity allows it, working hours can also be adjusted to avoid the hottest times of the day.
In the building sector, forestry work and silvicultural work, a specific rule applies when there is no running water: at least 3 litres of water per day and per worker must be made available.
Refusing to work when it is too hot: the framework of the right of withdrawal
An employee may exercise their right of withdrawal when they have reasonable grounds to believe that their working situation presents a serious and imminent danger to their life or health.
A heatwave may fall within this framework, but everything depends on the actual conditions. Very high heat, intense physical work, the absence of fresh water, a lack of breaks, prolonged exposure to the sun or early signs of discomfort may make the situation concerning.
Before withdrawing, the employee must alert their employer or manager. The alert can be given orally if the situation is urgent, but it is still preferable to keep a written record when possible.
When the right of withdrawal is justified, the employee cannot be sanctioned or have wages deducted. However, this right must be used seriously: the employee must be able to explain why the working conditions presented a real risk at the time of the alert.
Discomfort, fatigue, dizziness: signs to take seriously
Heat can cause progressive symptoms. Unusual fatigue, headaches, dizziness, cramps, nausea, intense thirst or heavy sweating should be warning signs.
Some signs require immediate action: faintness, confusion, very hot skin, unusual behaviour, impaired consciousness or inability to recover despite rest. In this case, a manager must be informed and emergency services should be called if necessary.
Lone workers require particular attention. When someone works alone, on a delivery round, a construction site or a rarely visited site, discomfort may be noticed later. A clear organisation must therefore make it possible to raise the alert quickly.
Temporary workers, seasonal workers and young workers: situations to monitor
Temporary workers and seasonal workers may be more exposed when they arrive in a job they know little about, during a period of high activity or in an environment already affected by high temperatures.
Instructions must be given from the start of the assignment or contract: access to water, breaks, recovery areas, what to do in case of discomfort, who to contact and which tasks to avoid during the hottest hours.
Young workers benefit from specific protection. Minors cannot be assigned to work that exposes them to extreme temperatures likely to harm their health.
This vigilance applies in particular to summer jobs, seasonal contracts, internships, apprenticeships and certain outdoor assignments. The tasks assigned must remain compatible with the employee’s age, health and experience.
What should you do if working conditions become difficult?
When the heat becomes difficult to tolerate, it is better to react before discomfort occurs. The employee can inform their manager and request an additional break, access to a water point, a temporary change of task, time in a cooler area or an adjustment of working hours.
If the problem happens repeatedly or concerns several people, the CSE can be alerted when one exists in the company. The occupational health and prevention service can also be contacted, especially when certain jobs regularly expose employees to high temperatures.
For temporary workers, the temp agency must also be informed. It remains the employer of the temporary worker and can liaise with the user company when working conditions are a problem.
Heat at work should not be treated as a simple temporary inconvenience. The earlier the situation is reported, the easier it is to prevent a difficult working day from becoming dangerous.
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