Subject: Vs: Kind request for information on regulations regarding high temperatures during work
From: Eneken Sepa - MKM <[email-masked]>
To: "[email-masked]" <[email-masked]>
Cc: Thea Treier <[email-masked]>
Date: Tue, 16 Jul 2024 10:31:21 +0000

Dear Edyta

Below you will find the Estonian answer to your questions about high temperatures during work.

  *   How is work at high temperatures regulated in your country? Have you got legal regulations or guidance in this respect?

There is no specific regulation on high temperatures in the working environment in Estonia. According to the Estonian Occupational Health and Safety Act<https://www.riigiteataja.ee/en/eli/523052024003/consolide> section 3 subsection 2 physical factors present in the working environment must not endanger the life or health of an employee. The same act section 4 subsection 2 says that an employer must implement measures to prevent a health risk arising from physical hazards or reduce it as much as possible. The same act section 4 subsection 4 says that the indoor climate at a workplace (air temperature and humidity and air velocity) must be appropriate for the performance of official duties and it must be ensured that there is fresh air in workplaces.

The regulation No. 175 of the Government of the Republic "The occupational health and safety requirements set for a workplace<https://www.riigiteataja.ee/akt/105122018009>" section 5 subsection 1 adding that windows exposed to the sun shall have coverings which allow excessive effects of sunlight to be avoided. Same regulation section 10 subsection 1 says that workers must be protected from weather effects that may endanger them or damage their health.

The Regulation No. 377 of The Government of Republic "The Occupational Health and Safety Requirements at Construction Sites<https://www.riigiteataja.ee/akt/126022021021>" section 16 subsection 1 says that the temperature in the rooms on the construction site where workstations are located shall be appropriate for the workers, having regard to the nature of the work and the physical demands placed on the workers.

The recommended temperature ranges depending on the nature of the work are as follows:

  *   20–25 °C for work that is performed sitting down and does not require physical exertion;
  *   19–24 °C for work performed sitting down or standing, i.e. that involves walking and certain physical exertion;
  *   17–23 °C for work involving walking, moving small items or objects (up to 1 kg) while standing or sitting and involves some physical exertion;
  *   16–22 °C for work that is performed standing and involves walking and manual handling of smaller (up to 10 kg) loads which require moderate physical exertion;
  *
15–20 °C for work involving continuous movement, moving and handling of heavy loads (over 10 kg) which require a great deal of physical exertion.

The employer is required to organise risk assessment of the working environment, where an employer ascertain working environment hazards, measure their parameters as necessary and assess the risks to the health and safety of an employee. The risk assessment must include an action plan designating the measures applied to prevent or reduce employees’ health risks. Employer must update the risk assessment when the working conditions or the working environment have significantly changed (e.g., high outside temperature). (Section 13(4) subsections 1-2 and 4 of the Occupational Health and Safety Act).

Do you have separate regulations in your country which regulate high temperatures caused by atmospheric factors and high temperatures caused by work processes? -

Does this temperature apply to indoor or outdoor work? When differentiating the temperature, how is the work severity determined? Is there specific temperature determined which causes employers to take specific measures? What are these measures? Is there an upper temperature limit determined that, when reached, operation has to absolutely stop? What is the temperature value? When determining/measuring temperature, are other external factors (e.g. humidity, air flow speed) affecting the employee's heat load taken into account or the temperature value itself? Is any financial assistance offered to small and medium-sized enterprises in connection with the above? Is there any other useful information you could share in this regard?

When high temperature at work endanger employee then: 1) the employee has a right to refuse to carry out work or to stop work the performance of which endangers their health or that of other persons or does not allow to comply with environmental safety requirements, promptly notifying the employer or the employer’s representative and a working environment representative thereof; 2) a working environment specialist is required to temporarily stop work in a dangerous stage of work if there is a direct risk of harm to the life or health of an employee and if it is not possible to eliminate the risk in any other manner; 3) a working environment representative has the right to temporarily stop work in a dangerous stage of work or prohibit the use of dangerous work equipment if there is a direct risk of harm to the life or health of an employee and if it is not possible to eliminate the risk in any other manner. They must promptly notify the employer or the employer’s representative of the hazard. Work must not be resumed until the hazard has been eliminated; 4) the Labour Inspectorate of Estonia has right to stop work which is dangerous to the life of an employee or that of other persons (Section 14 subsections 5 point 4, section 16 subsection 5, section 17 subsection 6 point 4 and section 25 subsection 5 point 4 of the Occupational Health and Safety Act).

Sincerely,

Eneken Sepa

Adviser | Department of Labour Relations and Working Environment

 +372 58759696 | [email-masked]<mailto:[email-masked]>

www.mkm.ee<http://www.mkm.ee/> | Suur-Ameerika 1, Tallinn 10122

Ministry of Economic Affairs and Communications of Estonia

From: Czarnocka Edyta <[email-masked]<mailto:[email-masked]>>
Sent: Tuesday, July 9, 2024 10:49 AM
To: [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; Thea Treier <[email-masked]<mailto:[email-masked]>>; Tiiu Noobel <[email-masked]<mailto:[email-masked]>>; Kati Keel <[email-masked]<mailto:[email-masked]>>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; Drozdowicz Michał <[email-masked]<mailto:[email-masked]>>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; [email-masked]<mailto:[email-masked]>; LOVELACE FERNANDEZ, Marina <[email-masked]<mailto:[email-masked]>>
Cc: Maciej Jekielek <[email-masked]<mailto:[email-masked]>>; Wołoszyn Agnieszka <[email-masked]<mailto:[email-masked]>>; Bąk Barbara <[email-masked]<mailto:[email-masked]>>
Subject: Kind request for information on regulations regarding high temperatures during work

Dear colleagues,

My experts would appreciate any information you could provide on regulations in your country regarding high temperatures during work.

Please find below our questions:

  *   How is work at high temperatures regulated in your country? Have you got legal regulations or guidance in this respect?
  *   Do you have separate regulations in your country which regulate high temperatures caused by atmospheric factors and high temperatures caused by work processes?
  *   Does this temperature apply to indoor or outdoor work? When differentiating the temperature, how is the work severity determined?
  *   Is there specific temperature determined which causes employers to take specific measures? What are these measures?
  *   Is there an upper temperature limit determined that, when reached, operation has to absolutely stop? What is the temperature value?
  *   When determining/measuring temperature, are other external factors (e.g. humidity, air flow speed) affecting the employee's heat load taken into account or the temperature value itself?
  *   Is any financial assistance offered to small and medium-sized enterprises in connection with the above?
  *   Is there any other useful information you could share in this regard?

We appreciate your feedback by 19th July.

We look forward to your replies and thank you for your help.

Kind regards

Edyta