Optimum working temperature in the office. Temperature at the workplace

Every employer must provide employees with optimal working conditions. The productivity and health of people depend on them. Our government has put in place rules to ensure the safety and comfort of workers. They also include the temperature in the office. Hygienic requirements are approved by the law "On Sanitary and Epidemiological Welfare of the Population". Adopted in 1999, the document obliges all employers to strictly comply with the rules.

Temperature norms

Mental workers, who mostly work in offices, are sedentary. This negatively affects health. And when they have to work, freezing from the cold or languishing from unbearable heat, the situation worsens several times. To protect them, SanPiN rules were created, requiring them to withstand a certain humidity and temperature in the office. Unfortunately, not all employees are aware of them, and employers, taking advantage of this, do not fulfill their obligations.

The rule clearly states that the temperature norm for people working in an office for 8 hours should be:

in summer - from 23 to 25 ° С;
in winter - from 22 to 24 ° С;
permitted deviation from the norm - 1-2 ° C;
the maximum temperature fluctuation on the thermometer during the day is 3-4 ° C.

In addition, the normative documents prescribe the permissible humidity in the workplace. It varies from 40 to 60 percent. The maximum wind speed is from 0.1 to 0.3 meters per second. Therefore, the boss does not have the right to force them to work in a draft or in the immediate vicinity of a functioning air conditioner. If your workplace is located there, you can legally change it to improve working conditions.

Rule execution algorithm

Sanitary standards describe not only the requirements for temperature conditions. There are detailed recommendations on what to do when comfortable working conditions are not observed, and the temperature is not maintained.

Many employees are unaware that they are legally required to be in the office full time if the room temperature is between 20-28°C. Deviation up or down is a serious reason to reduce the time for work. Each extra degree reduces the work by 1 hour.

If the boss has not prepared the room, has not installed a good ventilation system and a powerful air conditioner, then the summer heat in the office will not take long.

The thermometer mark of 29°C implies being in the office for 7 hours, 30°C - 6 hours, 31°C - 5 hours.
When the heat reaches 32.5°C, you only need to come to work for 1 hour.
If the indoor thermometer shows even higher, you can safely stay at home, you can’t work in such conditions.

Cold is no less dangerous for health and labor productivity than heat, therefore, when the temperature drops to 19 ° C, the working day is reduced by an hour. With each degree, the time spent in the office is proportionally reduced. When the room freezes so much that the thermometer starts to show 13 ° C, you only need to stay there for an hour. And if the temperature drops even lower, do not hesitate to stay at home so as not to get sick from hypothermia at work.

As you know, warm air flows tend to rise up, and cold ones tend to fall down, therefore, by measuring the temperature at different heights in the office, you can detect an error of several degrees. To exclude manipulation by employees or superiors, the regulation requires a thermometer to be installed at a meter height from the floor. Only in this way his testimony is considered reliable, and the claims of employees are justified.

What can an employee do?

When the air temperature is above normal or too low, and the employee feels that such a microclimate poses a health risk, action must be taken. According to the law, a person can refuse to perform his labor duties for a while.

You can’t just not come to work, citing the fact that the norms of SanPiN are not met. You need to write an official statement indicating the reasons for absenteeism. In the document, it is desirable to mention Article 379 of the Labor Code, which says that the performance of labor duties should not bring a risk to health. It also notes that everyone has the right, in self-defense, not to go to work until conditions meet the standards.

A correctly executed application is a guarantee that the employee will retain the place of work and all the rights that labor legislation provides.

If the temperature regime is violated, but the employee continues to work in full, each extra hour is considered processing and, according to the law, must be paid as overtime.

How can a boss get around the law?

In response to the employee's requirements set out in the application, the employer may offer an alternative solution to the problem.

According to sanitary standards, if the microclimate does not comply with the established rules, it is necessary to limit the time spent in such a room, and not reduce the length of the working day. Therefore, the head can legally:

invite employees to move to another office space where working conditions meet generally accepted requirements;
increase the lunch break in proportion to the reduction of the working day due to temperature violations, providing employees with a comfortable place to rest. Such a measure is often used when the temperature in the office ceases to comply with the rules by several degrees.

These methods do not solve the problem, but are a trick on the part of the employer in order to circumvent the current law on labor protection. Therefore, it is necessary to require management to adjust the functioning of the heating system, carry out work on wall insulation and install air conditioners in the office.

Penalty for the employer

Many bosses of large and small firms require employees to work in inappropriate conditions, threatening to fire them. Therefore, you need to be interested in your rights and defend them, relying on the state, which is completely on the side of workers in this matter.

Article 163 of the Labor Code says that the boss is obliged to provide decent working conditions for all subordinates. If he does not do work to normalize the microclimate, you can find justice for him. To do this, you should write an application to the sanitary and epidemiological service of the Russian Federation and to the labor inspectorate. Organizations are required to send a check to the specified office. In case of fixing violations, the employer will need to pay a fine in the amount of 10 to 20 thousand rubles.

If this measure does not force the boss to improve working conditions, upon re-inspection, the work of the company may be suspended for 3 months, based on article 6.3 on administrative violations.

It rarely goes to such extremes, because it is easier for management to install the necessary equipment in the office that maintains a normal microclimate than to participate in various proceedings regarding temperature violations. In addition, labor productivity directly depends on comfort in the workplace, which is important for an experienced leader.

25.06.2018, 18:36

The employer must provide employees with normal working conditions. One of them is the acceptable temperature in the workplace. SanPiN 2018 establishes regulatory requirements for the organization of the workflow at enterprises.

The fact is that the temperature in the office or production premises, as well as other factors of the working environment and the labor process, directly affects the performance of the staff and the well-being of each individual employee (part 2 of article 22, part 2 of article 209 of the Labor Code of the Russian Federation) .

We monitor working conditions

A special state regulatory body, the State Committee for Sanitary and Epidemiological Supervision of Russia, has developed a document containing permissible microclimate conditions in organizations (SaPiN 2.24.548-96.2.2.4, approved by Decree No. 21 of 01.10.1996).

In addition to indicators such as relative humidity and air velocity, as well as the intensity of thermal radiation, it contains restrictions on air and surface temperatures. Thus, SanPiN control over the temperature in the room at the workplace is established at the legislative level.

Adhering to these rules is the direct responsibility of every employer. Moreover, for violation of these norms, the organization and its officials, as well as individual entrepreneurs who are employers, face administrative liability (Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation).

Employer actions

The administration of the organization should take care of the creation of suitable working conditions in advance. For these purposes, legislators recommend installing air conditioning systems and coolers in companies (clauses 15, 18 of the Standard list of measures to improve working conditions and labor protection, approved by order of the Ministry of Health and Social Development of Russia dated March 1, 2012 No. 181n).

If the temperature regime is not observed, the efficiency of the personnel is reduced. In addition, working at elevated air temperatures can lead to an exacerbation of chronic diseases. This automatically increases the risk of an accident at work.

If, nevertheless, despite the measures taken, the temperature at the workplace (SanPiN 2.24.548-96.2.2.4) exceeds the permissible values, the working day must be reduced. Also, to protect personnel from overheating, the employer must:

establish additional breaks in work;
equip rest rooms;
provide short-term vacations outside the approved schedule at the request of employees.

For different categories of work, the maximum possible temperatures differ. So, for example, for office employees, the following maximum working hours are set depending on temperature:

These are the rules established for all employers (Rostrud information dated 06/21/2018).

Violation of these regulations may result in liability. For example, an organization can:

issued a warning;
a fine from 10,000 to 20,000 rubles was imposed;
issued an order to suspend activities for up to 90 days.

If the violation of SanPiN resulted in serious bodily harm or death of an employee, then the employee responsible for observing labor protection rules may be held criminally liable (Article 143 of the Criminal Code of the Russian Federation).

The right of workers to work in conditions that meet the requirements of labor protection is established by Art. 219 of the Labor Code of the Russian Federation. Each employee has the right to a workplace that meets the requirements of labor protection. The obligation to ensure safe working conditions is imposed by the legislation on the employer. So, part 1 of Art. 212 of the Labor Code of the Russian Federation establishes that the employer is obliged to ensure the safety of employees in the implementation of technological processes, as well as working conditions that meet the requirements of labor protection at each workplace. According to Art. 11, 32 of the Federal Law of March 30, 1999 No. 52-FZ "On the sanitary and epidemiological well-being of the population" all individual entrepreneurs and legal entities are required to comply with the requirements of sanitary legislation, exercise production control over compliance with sanitary rules when performing work, providing services, manufacturing, transportation, storage and sales of products. In addition, the Russian Federation has numerous sanitary rules and other by-laws that establish regulatory requirements for labor protection. The problem is that many employers do not comply with labor protection requirements, try to bypass them or create the appearance of their implementation at minimal cost.

Temperature regime

One of the factors affecting the worker in the course of labor activity is the temperature regime. Elevated air temperature in the workplace adversely affects the health of workers and can even threaten their lives if the standard values are significantly exceeded.

Regulatory requirements for air temperature at workplaces are established by Sanitary Rules and Norms (SanPiN) 2.2.4.548-96 "Hygienic requirements for the microclimate of industrial premises" (approved by the Decree of the State Sanitary and Epidemiological Supervision of the Russian Federation dated 01.10.1996 No. 21). These sanitary rules are aimed at preventing the adverse effects of the microclimate of workplaces and industrial premises on the well-being, functional state, performance and health of a person. SanPiN 2.2.4.548-96 are mandatory for all enterprises and organizations and apply to microclimate indicators at workplaces of all types of industrial premises. At the same time, industrial premises should be understood as closed spaces in specially designed buildings and structures, where labor activity is constantly (in shifts) or periodically (during the working day) carried out. Almost any premises where people work are suitable for this definition: from offices to production workshops. Workplace - a section of the premises where labor activities are carried out during a work shift or part of it. The workplace can be several sections of the production facility or its entire area, depending on where the work is performed.

According to paragraph 1.4 of SanPiN 2.2.4.548-96, heads of enterprises, organizations and institutions, regardless of their form of ownership and subordination, in order to ensure production control, are required to bring workplaces in line with the microclimate requirements provided for by these sanitary rules.

Obviously, the concept of the microclimate of industrial premises is wider than the concept of temperature conditions. The worker may feel hot and stuffy. But besides the air temperature, other factors also affect it. The microclimate in industrial premises, in addition to air temperature, is characterized by such indicators as surface temperature; relative humidity; air velocity, intensity of thermal radiation. If the permissible values are exceeded, all these factors create a general feeling of discomfort for the employee, lead to a decrease in working capacity, deterioration of well-being.

SanPiN 2.2.4.548-96 establishes the optimal and permissible microclimate conditions. This takes into account the intensity of energy consumption of employees, the time of work and the period of the year.

Categories of work

All possible works in accordance with Appendix 1 to SanPiN 2.2.4.548-96 are divided into categories based on the intensity of energy consumption of the human body, expressed in kcal / h (W).

Category Ia includes work with an intensity of energy consumption up to 120 kcal / h (up to 139 W), performed while sitting and accompanied by slight physical stress (a number of professions in precision instrumentation and engineering enterprises, in watchmaking, clothing production, in management, etc. .).

Category Ib includes work with an energy intensity of 121 - 150 kcal / h (140 - 174 W), performed while sitting, standing or walking and accompanied by some physical stress (a number of professions in the printing industry, in communications enterprises, controllers, masters in various types of production, etc.).

Category IIa includes work with an energy intensity of 151–200 kcal/h (175–232 W), associated with constant walking, moving small (up to 1 kg) products or objects in a standing or sitting position and requiring a certain physical exertion (a number of professions in mechanical assembly workshops of machine-building enterprises, in spinning and weaving, etc.).

Category IIb includes work with an energy intensity of 201 - 250 kcal / h (233 - 290 W), associated with walking, moving and carrying loads up to 10 kg, accompanied by moderate physical stress (a number of professions in mechanized foundry, rolling, forging, thermal, welding shops engineering and metallurgical enterprises, etc.).

Category III includes work with an energy intensity of more than 250 kcal / h (more than 290 W), associated with constant movement, moving and carrying significant (over 10 kg) weights and requiring great physical effort (a number of professions in blacksmith shops with hand forging, foundries with manual stuffing and filling of flasks at machine-building and metallurgical enterprises, etc.).

seasonal factor

Cold and warm periods of the year, according to p.p. 3.3, 3.4 SanPiN 2.2.4.548-96 are characterized by an average daily outdoor temperature equal to +10 and below (cold period) and above +10 (warm period).

Optimal microclimate conditions are established according to the criteria for the optimal thermal and functional state of a person and provide a general and local feeling of thermal comfort during an 8-hour work shift with minimal stress on human thermoregulation mechanisms, do not cause deviations in health, create prerequisites for high performance. Such microclimate conditions are naturally most preferred in workplaces. It is this microclimate that exists in the workplaces of top managers and senior executives.

For the warm period of the year, SanPiN 2.2.4.548-96 sets the following optimal air temperature indicators, depending on the category of work in terms of energy consumption:

Ia - 23 - 25

Ib - 22 - 24

IIa - 20 - 22

IIb - 19 - 21

III - 18 - 20

When, due to technological requirements, for technical and economically justified reasons, optimal working conditions cannot be provided, SanPiN 2.2.4.548-96 establish acceptable microclimate conditions. Permissible microclimatic conditions are established according to the criteria for the permissible thermal and functional state of a person for the period of an 8-hour work shift. Permissible microclimate conditions do not cause damage or health problems, but can lead to general and local sensations of thermal discomfort, tension in the mechanisms of thermoregulation, deterioration in well-being and decreased performance.

For the warm period of the year, depending on the category of work, the following permissible air temperatures are set in the range above the optimal values:

Ia - 25.1 - 28

Ib - 24.1 - 28

IIa - 22.1 - 27

IIb - 21.1 - 27

III - 20.1 - 26

If these indicators of air temperature at the workplace during the warm period of the year are exceeded, there is a fact of non-compliance of working conditions with labor protection requirements and, consequently, a violation by the employer of labor protection requirements.

Harmful and dangerous working conditions

In some industries, there are certain types of industries where it is impossible to establish acceptable microclimate conditions due to technological requirements for the production process or economically justified inexpediency (for example, metallurgical, pulp and paper production, etc.). Obviously, it is impossible to hang air conditioners on a blast furnace in order to achieve acceptable air temperatures. The microclimate in such industries will always be unfavorable. In such industrial premises, working conditions should be considered as harmful and dangerous. In order to prevent the adverse effects of the microclimate on employees, the employer, in accordance with clause 6.10 of SanPiN 2.2.4.548-96, is obliged to use protective measures, such as: the use of local air conditioning systems; air showering; compensation for the adverse effects of elevated air temperature by changing other indicators of the microclimate; issuance of appropriate overalls and other personal protective equipment to employees; change in the regulation of working time, including the establishment of breaks in work, shortening the working day, increasing the duration of vacation, etc.

Appendix 3 to SanPiN 2.2.4.548-96 establishes time limits for employees to stay at their workplaces in case of air temperature deviation from acceptable standard values, depending on the category of work. So, at an air temperature of 32.5 and categories of work Ia, Ib, employees can stay at the workplace for no more than 1 hour (continuously or in total per shift); workers whose work belongs to categories IIa, IIb can be at the workplace for 1 hour at an air temperature of 31.5; and in works of category III, workers can work no more than 1 hour at an air temperature of 30.5. Consequently, when the specified values of air temperature are exceeded, it is at least unsafe to work even for the shortest time, work in such conditions is generally not provided for by sanitary rules. Unfortunately, this Appendix is advisory in nature and does not oblige employers to strictly comply with it. Nevertheless, his recommendations are quite reasonable, and if the employer, who does not provide acceptable microclimate conditions at the workplace, does not want to comply with the recommendations, then he must take other measures to protect workers from the adverse effects of high air temperature and other microclimate factors. The employer can increase the duration of the lunch break up to two hours (Article 128 of the Labor Code of the Russian Federation), because in the vast majority of organizations it is one hour; introduce additional breaks at their enterprises and organizations; shorten the working day. According to Part 1 of Art. 109 of the Labor Code of the Russian Federation for certain types of work provides for the provision of special breaks to employees during working hours due to technology and organization of production and labor. The types of these works, the duration and procedure for granting such breaks are established by the internal labor regulations. The employer, taking into account the opinion of the trade union body, may make appropriate provisions in these rules and establish additional breaks. Also, no one prevents employers from measuring the air temperature at workplaces and issuing an order to reduce the working day on the basis of SanPiN 2.2.4.548-96. Thus, there are still opportunities to protect workers from the adverse effects of heat.

It should be noted that for violation of the legislation in the field of ensuring the sanitary and epidemiological welfare of the population, expressed in violation of the current sanitary rules and hygiene standards, failure to comply with sanitary and hygienic and anti-epidemic measures, administrative liability is provided (Article 6.3 of the Code of Administrative Offenses of the Russian Federation). This offense entails a warning or the imposition of an administrative fine on citizens in the amount of 100 to 500 rubles; for officials - from 500 to 1000 rubles; for persons engaged in entrepreneurial activities without forming a legal entity - from 500 to 1000 rubles. or administrative suspension of activities for up to 90 days; for legal entities - from 10,000 to 20,000 rubles. or administrative suspension of activities for up to 90 days.

How to influence the employer

Eliminating the adverse effects of high air temperature on workers, creating acceptable (especially optimal) microclimate conditions for industrial premises is not a cheap matter, it requires significant financial costs from the employer. For this reason, many employers neglect sanitary rules and do not create proper working conditions (and some do it simply because of a disregard for employees). And the employees themselves often contribute to the emergence of such situations, being afraid to tell the management about unbearable conditions at the workplace, about violations of labor protection rules. (Apparently, this is how the majority of Russian workers work: first we lose health, earning money, and then we lose money, trying to restore health ...)

However, if the employer does not provide acceptable microclimate conditions, workers have many opportunities to influence such an unscrupulous employer and protect their right to work in healthy and safe conditions.

Article 45 of the Constitution of the Russian Federation states: "Everyone has the right to defend their rights and freedoms by all means not prohibited by law." The employee has the right to protect his labor rights, freedoms and legitimate interests by all means not prohibited by law (part 1 of article 21 of the Labor Code of the Russian Federation). This method is directly provided for by labor legislation - this is self-defense by an employee of labor rights.

In accordance with Art. 379 of the Labor Code of the Russian Federation, for the purpose of self-defense of labor rights, an employee, having notified in writing the employer or his immediate supervisor or another representative of the employer, may refuse to perform work that directly threatens his life and health, except as provided for by the Labor Code of the Russian Federation and other federal laws. (For example, according to Article 4 of the Labor Code of the Russian Federation, an employee will not be able to refuse work performed in emergency circumstances, that is, in the event of a disaster or threat of disaster - fires, floods, famine, earthquakes, epidemics or epizootics, and in other cases that put under threat to the life or normal living conditions of the entire population or part of it.) In addition, Part 1 of Art. 219 of the Labor Code of the Russian Federation expressly provides for the right of an employee to refuse to perform work if there is a danger to his life and health due to violation of labor protection requirements (with the exception of cases provided for by federal laws), until such danger is eliminated. At the time of refusal from such work, the employee retains all the rights provided for by labor legislation and other acts containing labor law norms. And the employer or his representatives do not have the right to prevent employees from exercising self-defense of labor rights (Article 180 of the Labor Code of the Russian Federation).

If an employee refuses to perform work in the event of a danger to his life and health, the employer is obliged to provide him with another job while the danger is eliminated (part 4 of article 220 of the Labor Code of the Russian Federation). If the provision of another job is impossible, the employer, in accordance with Part 1 of Art. 57 of the Labor Code of the Russian Federation, is obliged to pay the employee the downtime that has arisen in connection with the lawful refusal to perform work, in the amount of at least 2/3 of the employee's average earnings. This is due to the fact that in accordance with Part 1 of Art. 212 of the Labor Code of the Russian Federation, the obligation to ensure safe conditions and labor protection is assigned to the employer, and downtime caused by failure to fulfill these obligations is considered as downtime due to his fault.

To force the employer to provide acceptable temperature conditions in the workplace, employees can use the following algorithm of actions. (These actions will have the greatest effect if all or most of the workers working in adverse conditions stand up for their rights - collective action is always more effective.)

First of all, workers need to jointly measure the air temperature at their workplaces. To do this, you can use a regular household thermometer. To avoid errors (if the thermometer is of poor quality or defective), several different thermometers can be used.

The obtained air temperature values are compared with the requirements of SanPiN 2.2.4.548-96. If the air temperature exceeds the permissible normative indicators, then the working conditions pose a threat to the health and life of workers, and they have the right to refuse to work until the employer eliminates this danger.

Further, the obtained air temperature values must be recorded by drawing up an appropriate act. The act must be drawn up in two copies signed by at least three employees, but it would be better if it is signed by all employees who observed the temperature measurement. The content of the act, see Appendix 1.

One copy of the act must be handed over to the immediate supervisor or another representative of the employer and require him to put his signature, date, and time of acceptance of the copy of the act on the second copy, which remains with the employees. If the representative of the employer refuses to accept the act or make a note of acceptance, you can hand him the act in the presence of at least two (and preferably as many as possible) witnesses. In such a situation, it is good to record the moment of delivery of a copy of the act on video, if this is not prohibited by the rules established in the organization.

Then each of the employees, in accordance with the requirements of Art. 379 of the Labor Code of the Russian Federation, must notify the employer of his refusal to work. This can be done by issuing an appropriate notice (see Annex 2).

The notification is drawn up by each employee in two copies, one of which, with a copy of the Act attached to it, is handed over to the representative of the employer, and the second, with a mark of the representative of the employer on receipt, remains with the employee.

During the period of refusal to work, the employee may be absent from the workplace. After the employer reports that the danger to the health of the employee has been eliminated, the latter is obliged to start work again.

Annex 1

Act on the detection of violations of labor protection requirements

Date, place of drawing up the act (it is enough to indicate the name of the city where the organization is located)

We, the undersigned _______________ (the full names of employees are listed), have drawn up this Act stating that _______________2011 at ___ hours ___ minutes. (date and time of temperature measurement) at the workplace ______________________________

(the workplace is specified by indicating its location - organization, workshop, site, premises - and the name of the position of the employee who works on it) the air temperature was ____ o C.

____________/_____________/ "___" ____________2011

(signatures of employees with a transcript of the signature and the date)

Annex 2

Head of the workshop (department, section, etc.) _______________________

dated _______________________ (full name, position of the employee)

Notification

I hereby notify you that the air temperature at my workplace exceeds the allowable values established by SanPiN 2.2.4.548-96, approved. Decree of the State Sanitary and Epidemiological Supervision of the Russian Federation dated 01.10.1996 No. 21.

In this regard, guided by Article.Article. 21, 219, 220, 379 of the Labor Code of the Russian Federation, I refuse to perform work in conditions that threaten my health until this danger is eliminated. Ready to start work again after receiving written notice of elimination of the hazard.

According to Art. 157, 212 of the Labor Code of the Russian Federation, the downtime that arose in connection with my refusal to perform work due to the employer’s failure to comply with labor protection requirements, I ask you to pay in the amount of at least 2/3 of my average earnings.

Attachment: copy of the Act dated _________ 2011

"___" __________2011 ________ / _________ / (date, signature with transcript)

What external factors affect employee performance? Such a question, of course, should be asked by any leader who wants to take care of his subordinates and increase monthly revenue. Unfortunately, features that are obvious at first glance often go unnoticed. So, for example, at enterprises, both small and large, temperature standards at the workplace are often ignored. At the same time, it is necessary to take into account the fact that not every employee will be able to fully work, freezing or suffering from unbearable heat.

Who regulates the weather at work?

Are there official documents regulating such indicators? Yes, there are. These are SanPin norms for temperature in the workplace. The regulations given in them apply to absolutely all companies and all employees (regardless of the size of the company and its nationality).

All information in the norms can be divided into two main blocks: temperature recommendations for various categories of employees and the employer's responsibility for their violation. Among other things, the norm of air temperature in the workplace is also regulated by the 212th article of the Labor Code of our country, which states that the employer is obligated to provide favorable conditions and conditions for work, as well as rest for his employees.

How to protect yourself in the workplace?

What can an employee do if the temperature at the workplace is above normal? If a person is aware of the real risks to his health in such a situation, then it is quite possible to temporarily refuse to perform his duties. To do this, it is necessary to draw up an official written statement and transfer it to higher management.

The document must contain information that the performance of the work stipulated by the concluded employment contract threatens certain health risks. It would be useful to refer to the 379th article of the Labor Code, which contains information about the legality of such intentions. If the paper is drawn up in accordance with all the rules, then the employee will not only not lose, but will retain all existing rights. However, do not overdo it in your desire to take a break from work, it is likely that the authorities will offer you alternative options.

How to get around the law without breaking it?

The leadership also has its loopholes and detours. The thing is that SanPin in its documentation indicates such a concept as “stay time”, and not “length of the working day”. Simply put, an employer is not always required to let an employee go home early when they are uncomfortable in order to comply with the law. He can take the following actions:

Organize an additional break in the middle of the working day in a room with more acceptable conditions for relaxation.
Transfer workers to another location that meets the requirements.

summer workplace temperature

Of course, office employees are most concerned about the temperature standards in the workplace, but it is difficult to say what this trend is connected with. It should be noted that managers, secretaries and other employees of intellectual labor belong to the category of workers with minor physical exertion. It is generally accepted that the normal temperature for them should range from 22.2 to 26.4 (20-28) degrees Celsius. Any deviation from the established figures should lead to a reduction in the working day. The reduction scheme looks like this:

28 degrees - 8 hours;
28.5 degrees - 7 hours;
29 degrees - 6 hours and so on.

According to a similar algorithm, the term for performing work duties in the office is reduced to a temperature of 32.5 degrees above zero. With such initial data, no more than one hour is allowed to work. With the above work, it is completely required to cancel or transfer to another room.

temperature in winter

It should be noted that employees in the workplace can suffer not only from stuffiness and heat, but also from cold (such situations are even more dangerous, but they are much less common). What is the minimum acceptable temperature in the workplace? To begin with, let's discuss the algorithm of the day in cool conditions for office workers. The number of working hours for them begins to decrease from 20 degrees according to the following scheme:

19 degrees - 7-hour;
18 degrees - 6 hours;
17 degrees - 5 hours and so on.

The final mark of 13 degrees Celsius implies the work of an office employee in an unheated room for one hour, at lower rates of work it is necessary to cancel altogether.

It should be noted that the above norms apply exclusively to industrial and office premises, there are also requirements for social facilities, but they are slightly different. For example, the recommended temperature for clinics is about 20-22 degrees.

Classification of all professions

SanPin norms for temperature at the workplace are different for each category of employees. In total, there are three main categories, of which two are also divided into additional subgroups:

1a. Energy consumption up to 139 W. Insignificant physical activity, performance of labor duties in a sitting position.
1b. Energy consumption from 140 to 174 W. Slight physical exertion when performing duties that can be performed both sitting and standing.
2a. Energy consumption from 175 W to 232 W. Moderate physical stress, the need for regular walking, moving loads weighing up to 1 kg in a sitting position.
2b. Energy consumption 233-290 W. Active, but moderate physical activity, which consists in constant walking and moving loads weighing up to 10 kilograms.
3. Energy consumption from 290 W. Intense load, requiring considerable strength and impact. It consists in walking, carrying large loads.

You should not assume that the higher the category of the employee, the more scrupulously the temperature standards at the workplace should be observed in the summer and in the winter season. In fact, the law requires to protect each person very carefully. Moreover, people engaged in active physical labor endure coolness much easier, as they have the opportunity to warm themselves from the efforts made.

Where to turn for help?

What to do if the temperature standards at the workplace are violated, and the management continues to force employees to work? In this situation, time that goes beyond the boundaries given in the laws can be considered processing. And processing, as you know, should be paid at double the rate.

Where can I complain about the fact that the temperature standards in the workplace are occasionally or regularly violated? Unfortunately, there is no official institution dealing with this issue. However, if necessary, all their complaints regarding the unsatisfactory organization of conditions in the workplace, employees can send to the local labor inspectorate, which will be able to record the complaint and initiate proceedings on it.

In addition to your wishes for organizing a comfortable temperature at the workplace in your company, you can send them to Rospotrebnadzor, they will also help you resolve a dispute with the employer.

The amount of punishment and its types

What punishment can an unlucky employer run into? The simplest is the usual fine, the size of which can range from 10 to 20 thousand rubles. Much worse for any organization is a temporary suspension of its activities, which can last up to 90 days. To avoid punishment, it is necessary either to improve the existing conditions, or the employee to the required norm in this case.

How to fix violations?

How can you achieve the required temperature at the workplace in summer? Perhaps the only effective way to solve this issue is to install modern air conditioners, as well as maintaining the existing ventilation system at a high level. No open windows and drafts will help create comfortable conditions in the heat, but only ensure the distillation of heated air from room to room. Another disadvantage of this method is the high risk of colds among people in the room.

With regard to the need to increase the air temperature, the most appropriate is the use of a central heating system.

Labor productivity at the workplace directly depends on the conditions, first of all, temperature and humidity, quality of lighting, the amount of oxygen and other factors. The temperature regime is very important, if it is not observed, employees experience discomfort and work less productively. The permissible room temperature at the workplace, where people spend 8-9 hours a day, must be observed by the manager or the employee responsible for ensuring proper working conditions. Temperature indicators are regulated by SanPiN in the law “On the Sanitary and Epidemiological Welfare of the Population”, and all enterprises and organizations, regardless of their form of ownership, must comply with it.

What should be the temperature in the working rooms in winter and summer?

The temperature indicators in the room where employees work vary depending on the time of year and the presence / absence of the heating season in the region. The technical characteristics of the premises, the presence / absence of climate technology do not affect the need to comply with sanitary standards, everyone is required to comply with the temperature regime established by law. As well as the temperature in the apartment, the required readings of the thermometer in the office space can be regulated using centralized heating with radiators, as well as mobile heaters, infrared and oil electric heaters, air conditioners for domestic and semi-industrial purposes.

The company's management cannot justify the violation of the temperature regime in the office by the fact that the cost of heating and air conditioning is very high. Moreover, it is unacceptable to install devices and equipment in offices that lead to significant deviations from established standards (for example, even a working powerful computer can increase the temperature in the room by 0.5 degrees). Malfunctions of climatic equipment (heaters, air conditioners) that ensure compliance with the regime must be eliminated on the day of occurrence, otherwise the employer is obliged to change the work schedule in accordance with SanPiN.

The norms for the permissible temperature in the room at the workplace for the warm and cold seasons are as follows:

summer - 23-25°С;
winter - 22-24°С.

Relative air humidity should not exceed 60%. Temperature standards may slightly deviate from those established within 1-2 degrees Celsius. The possible range of fluctuations during the working day is 3-4 degrees (for example, if necessary, ventilate the room in winter).

For comparison, the temperature in the apartment, according to SanPiN, during the cold season is allowed within 18-26 ° C, and the coolant supplier and the management company that controls the operation of central heating systems are responsible for maintaining comfortable conditions in apartment buildings. But in the summer, everything is different: the production workshop and office space are not an apartment, the owners or tenants themselves take care of maintaining comfort there in the warm season. Residents of apartment buildings do not have the right to require the installation of air conditioners from management companies, because. it is not their responsibility. But the central office or a remote site have the right to demand from the head of compliance with the established temperature regime and for this, equip the premises with climate control equipment.

What to do if the temperature conditions in the office do not match?

If for some reason the air temperature in the office premises does not meet the standards established by law, then the employer, if it is impossible to correct the situation within a few hours, must take the following measures:

reduction of the working day in accordance with the thermometer;
transfer of employees to another office/room with more comfortable conditions;
release from work or transfer to remote (home) mode.

Reducing the working day in winter by one hour is shown when the temperature drops to 19 ° C, i.e. at indicators below 20 ° C, employees have the right to go home earlier. Further, the reduction in the length of the working day is in the proportion of 1 degree - 1 hour: at 18 ° C - up to 6 hours, at 17 ° C - up to 5 hours, and so on. If the air temperature in the office drops to 13°C, then it is very difficult to work in such conditions and going to work will be impractical. Therefore, it is better for management to let employees go or take measures to ensure comfort for work.

Similar to a drop in thermometer readings, higher office temperatures in the summer also suggest a reduction in the working day by a similar ratio. If the thermometer shows a temperature above 29 ° C, then the principle of reducing the working day is appropriate: at 30 ° C - by 2 hours, 31 ° C - by 3 hours, and so on. After reaching the thermometer mark of 33 ° C, it makes no sense to go to work, because. because of the heat in such conditions, it is almost impossible and even dangerous for a person to work. Employee productivity can be extremely low.

Threats, blackmail or pressure from the employer, when he forces subordinates to work in improper conditions, are unacceptable. But in practice, there is often a situation where the leader makes people go to work and endure cold or heat. The temperature standards established by SanPiN are extremely important, so you need to know at what temperature employees are allowed to leave work.

Protecting the interests of employees

When the room is very cold, the human body reacts to these conditions in different ways: it gets rid of excess fluid (forcing you to go to the toilet often), causes shivering in the body (an instinctive reaction to warm up). For knowledge workers who spend many hours in a sitting position, low temperatures are very harmful, because. can cause hypothermia, reduced immunity and colds. And just sitting in outerwear at the desktop is very uncomfortable, it distracts from solving current problems.

High temperatures combined with stuffy indoor air can cause fainting, dizziness, and even heat stroke. Mental activity during the heat also decreases, which is important to remember for leaders.

To fix the non-compliance with the requirements of SanPiN, you can draw up an act of measuring the temperature in the room. In the document, you need to describe in as much detail as possible the conditions for measuring temperature, add a time slice (for example, in the morning, afternoon, evening, hourly). Together with the recorded thermometer readings, the form must contain the signatures of employees working in this room. If this is a separate room, then the temperature should be measured and recorded in the presence of another authorized person (head of the personnel management department, security service, manager of the economic part of the enterprise). The form of the document is arbitrary, but it is more convenient to arrange the thermometer readings in the form of a table. A sample act can be downloaded for free on our website.