About 60% of heat-related workplace illnesses happen once indoor temperatures climb past the high 20s Celsius, so you should pay attention now. Should you work inside, know that many rules kick in around 28°C and that employers must step up controls around about 31–32°C, especially for heavy work or hot equipment. You’ll want to learn which jobs are covered, what your employer must provide, and how to document unsafe conditions so you can act quickly.
When Workplace Heat Becomes a Legal Concern
Whenever indoor heat starts to feel dangerous, you should realize at what point it also becomes a legal issue. You belong in a workplace that cares, and understanding legal thresholds helps you speak up confidently.
In some places like California, duties begin at 82°F, with more controls at 87°F. Other states use heat index triggers or tie action to work intensity. Federally, OSHA won’t give a single indoor limit, but it expects hazards to be fixed.
You’ll want your employer to do a risk assessment that factors clothing, radiant heat, job effort and who’s vulnerable. Worker perceptions matter. Provided people report stress or dizziness, that info should shift monitoring and controls toward cooling, rest, water and schedule changes.
Key Temperature Thresholds Employers Must Know
As indoor heat starts to climb, you should know the specific numbers that usually trigger action so you can speak up and keep everyone safe. Employers often start basic protections at about 82°F 28°C and add cooling and work rest plans at about 87°F 31°C. Other guidance flags around 30°C, and some say above 35°C needs special protections. Heat index rules vary; some use 80°F to 86°F 27°C to 30°C depending on work, while others require high heat procedures at a 90°F 32°C heat index. Make sure acclimatization protocols are in place, and use climate adaptive scheduling to reduce exposure and protect teams.
| Threshold | Action | Remark |
|---|---|---|
| 82°F 28°C | Basic protections | water rest cool areas |
| 87°F 31°C | Extra measures | cooling PPE schedules |
| 90°F 32°C HI | High heat steps | intensive work limits |
| 95°F 35°C | Special protections | avoid unless safe |
Which Indoor Jobs and Workplaces Are Covered
Whenever indoor temperatures climb and workers start to sweat, you need to know which jobs and workplaces the new rules protect, because the answer shapes what your employer must do to keep you safe. You belong at work that cares for you. The California rule covers most indoor settings like restaurants, warehouses, manufacturing, and jobs with ovens or boilers where radiant heat or heavy clothing raises risk. Some places like correctional facilities are exempt yet still follow other safety programs. States differ so dual coverage can happen when you move between indoor and outdoor areas such as loading docks. Consider everyday details like breakroom layouts and shift scheduling that affect comfort and fairness.
- Restaurant kitchens and bakeries
- Warehouse aisles and loading docks
- Manufacturing floors and boiler rooms
- Semi enclosed patios and mixed operations
Mandatory Employer Duties and Protective Measures
In case indoor heat starts to make you tired, dizzy, or just plain miserable, your employer has clear duties to protect you and your co-workers. You should see water, cool-down areas, shade, and training once indoor heat rises. Employer accountability means they must plan, train, and respond in languages you understand. You’ll also get hazard assessments, supervisor guidance, and a hotline to call.
| Duty | What you get |
|---|---|
| Hydration | Drinking water available |
| Rest | Cool-down break areas |
| Training | Worker and supervisor sessions |
| Engineering solutions | Ventilation or cooling |
| Emergency | Quick response procedures |
If you wear heavy gear or work near heat, strengthened protections kick in earlier so you stay safe and included.
Actions Required at 82°F (28°C) and 87°F (31°C+)
Once indoor temperatures hit 82°F (28°C), your employer must step in to keep you safe, and they should do it clearly and quickly so you don’t feel left on your own.
You get water, regular rest breaks, a cool-down area, and training. Training frequency should be clear so everyone knows what to do.
In case special clothing or radiant heat limits cooling these steps start sooner.
When temperatures reach 87°F (31°C) or higher, your employer must add controls where feasible like fans or air-conditioning, work rest schedules, and personal cooling or heat protective gear.
You should see visible plans and quick emergency response paths.
- coworkers offering a cold drink
- a shaded cool-down corner with shade availability
- a fan or vest for personal cooling
- posted steps for emergency response and reporting
Special Protections for Vulnerable and High-Risk Workers
You should expect extra protections in case you’re pregnant, nursing, or have heart disease, high blood pressure, obesity, or take medications that make you sensitive to heat.
Employers must identify these risks during assessments and give individualized accommodations like more frequent rests, lighter or cooler tasks, medical monitoring, and documented work adjustments.
In the event heat gets extreme or you show warning signs such as dizziness or confusion, your employer has to provide immediate cooling, medical help, and mustn’t punish you for stepping away to stay safe.
Pregnant and Nursing Workers
Because your body and your baby need extra care as indoor heat rises, employers must give pregnant and nursing workers clearer protections and better support. You should feel safe asking for accommodation requests and lactation breaks without worry.
Your employer must offer cool-down rests, water, and training at 82°F and extra controls at 87°F, and prioritize options for you like air conditioned rest areas, cooler duties, or adjusted schedules. Supervisors should watch closely during acclimatization and document their risk assessment for you. Should denied reasonable help, you can request changes, talk with occupational health, or file a confidential complaint like Cal OSHA’s hotline. You belong in a workplace that honors your needs and protects you and your baby.
- cool rest area with chair and fan
- extra, longer breaks
- shift or task change to cooler work
- private lactation space with refrigeration
Pre-existing Health Conditions
Should you have a medical condition that makes heat more dangerous, your employer must spot that risk and plan for it, and they should do this in a clear, caring way. You deserve work that keeps you safe and included.
Employers must record conditions like heart disease, asthma, diabetes, obesity, or meds that raise heat risk. They should use acclimatization plans and closer monitoring for vulnerable people, including new hires, older workers, and returnees.
Where needed, they must offer individualised controls such as extra rest, relocation to cooler tasks, modified schedules, or job redesign, and document these in the hazard assessment. Your health-related accommodations stay private under medical privacy rules.
Occupational health professionals should help set safe limits and communicate with you respectfully.
Measuring Indoor Heat and Compliance Documentation
Once indoor air gets warm enough to affect people’s health, it helps to measure and document temperatures carefully so you can show you took action. You’ll want clear sensor placement in employee areas, away from sunlight and vents, using a calibrated or datalogging thermometer. Record who checked it and at what time. Keep record retention rules in mind and store logs, screenshots, and supervisor notes.
- A thermometer on the work bench with timestamped logs
- A datalogger concealed from direct heat reading every 15 minutes
- A screenshot from a heat app with exported CSV and supervisor annotation
- Written entries of water, rest breaks, and cooling steps taken
Document instrument model, method, and any WBGT or heat index calculations so your team feels protected and included.
Home Office, Mobile Work and Mixed Indoor/Outdoor Settings
Measuring and logging indoor temperatures helps you prove you took action at a workplace, and those same careful records matter whenever work happens at home, in a vehicle, or in mixed settings.
You still have rights and your employer still has duties, even should rules be lighter for home offices.
Start with remote ergonomics and make sure your setup, breaks, and hydration are recorded. Use virtual checkins so your team can spot heat strain sooner and offer worksite access whenever home cooling is unsafe.
For drivers and field staff, follow the stricter indoor or outdoor thresholds and plan acclimatization, more breaks, and lighter tasks for the initial 7 to 14 days.
Ask for cooling stipends, access to cool water, and neighborhood heatmaps to guide choices.
Resources, Enforcement and How to File a Complaint
Should your workplace feels dangerously hot, you don’t have to handle it alone; California gives you clear places to turn for help and protection. You and your coworkers belong together in safety. Ask for worker training and use enforcement resources as necessary. Call Cal/OSHA at 1-833-579-0927 to file a confidential complaint or report an emergency to 911 initially. Free employer help is available from Consultation Services at 800-963-9424.
- A cool-down area with water and rest breaks for everyone
- An inspection that checks heat controls and worker training records
- Phone lines and online forms that protect your privacy
- Community support from coworkers, advocates and safety reps
Use Cal/OSHA web tools like 99calor.org for guidance and next steps.
