Optimal working temperature in the office. Normal workplace temperature

Every employer must provide employees with optimal working conditions. People's productivity and health depend on them. Our government has developed rules, the implementation of which guarantees the safety and comfort of workers. They also include the standard temperature in the office. Hygienic requirements are approved by the law “On the sanitary and epidemiological welfare of the population.” Adopted in 1999, the document obliges all employers to strictly comply with the rules.

Temperature standards

People who work primarily in offices are sedentary. This has a negative impact on 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 that require maintaining 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 responsibilities.

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

in summer - from 23 to 25°C;
in winter - from 22 to 24°C;
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 regulatory documents specify 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 people to work in a draft or in close proximity to a functioning air conditioner. If your workplace is located there, you can legally change it to improve working conditions.

Rule execution algorithm

Sanitary standards stipulate not only temperature requirements. It provides detailed recommendations on what to do when comfortable working conditions are not met and the temperature cannot be maintained.

Many employees are not aware that by law they must be in the office full time if the room temperature fluctuates between 20-28 °C. A deviation upward or downward is a serious reason to reduce labor time. Each extra degree reduces work by 1 hour.

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

A thermometer mark of 29°C means 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 thermometer in the room shows even higher, you can safely stay at home; you cannot work in such conditions.

Cold is no less dangerous to health and productivity than heat, so when the temperature drops to 19°C, the working day is reduced by an hour. With each degree, the time spent in the office decreases proportionally. 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, don’t hesitate to stay home to avoid getting sick from hypothermia at work.

As you know, warm air flows tend to rise upward, and cold air flows tend to fall down, therefore, when measuring the temperature at different altitudes in the office, you can detect an error of several degrees. To exclude manipulation by employees or management, the regulation requires installing a thermometer at a meter height from the floor. This is the only way his testimony is considered reliable, and the workers’ claims are justified.

What can the 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 job duties for a while.

You cannot simply not come to work, citing the fact that SanPiN standards are not being met. You must write an official statement indicating the reasons for absence from work. In the document, it is advisable to mention Article 379 of the Labor Code, which states that the performance of work duties should not pose a risk to health. It also notes that every person has the right, for the purpose of self-defense, not to go to work until conditions meet the standards.

A correctly completed application is a guarantee that the employee will retain his job and all the rights provided for by labor legislation.

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

How can a boss circumvent the law?

In response to the employee's demands 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 to reduce the length of the working day. Therefore, the boss can legally:

invite employees to move to another office space where working conditions meet generally accepted requirements;
increase the lunch break time in proportion to the shortening of the working day due to temperature violations, providing workers with a comfortable place to rest. This 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 to circumvent the current labor protection law. 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.

Punishment for the employer

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

Article 163 of the Labor Code states that the boss is obliged to provide decent working conditions to all subordinates. If he does not do the work to normalize the microclimate, he can be put under control. To do this, you should write an application to the sanitary-epidemiological service of the Russian Federation and to the labor inspectorate. Organizations are required to send the verification to the designated office. If violations are recorded, the employer will need to pay a fine of 10 to 20 thousand rubles.

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

It rarely comes 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 violations of temperature standards. In addition, labor productivity directly depends on comfort in the workplace, which is important for an experienced manager.

25.06.2018, 18:36

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

The fact is that the temperature in an office or production facility, as well as other factors of the working environment and the work process, directly affects the performance of personnel 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 Surveillance of Russia, has developed a document containing acceptable microclimate conditions in organizations (SaPiN 2.24.548-96.2.2.4, approved by resolution No. 21 dated October 1, 1996).

In addition to such indicators as relative humidity and air speed, as well as the intensity of thermal radiation, it contains restrictions on the temperature of the air and surfaces. Thus, SanPiN control over the temperature in 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's actions

The administration of the organization must take care of creating 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 Labor Conditions and Safety, 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 performance of personnel is reduced. In addition, working at elevated air temperatures can lead to exacerbation of chronic diseases. This automatically increases the risk of an accident at work.

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

establish additional breaks at 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. For example, for office employees the following maximum working hours are established depending on temperature:

These are the rules established for all employers (information from Rostrud dated June 21, 2018).

Violation of these regulations may result in liability. So, an organization can be:

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

If a violation of SanPiN results in serious harm to health or the death of an employee, then the employee responsible for compliance with labor protection rules may be brought to criminal liability (Article 143 of the Criminal Code of the Russian Federation).

The right of workers to work in conditions that meet labor protection requirements is established by Art. 219 Labor Code of the Russian Federation. Every employee has the right to a workplace that meets labor safety requirements. The law places the obligation to ensure safe working conditions 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 workers when carrying out technological processes, as well as working conditions that comply with labor protection requirements at each workplace. According to Art. 11, 32 Federal Law of March 30, 1999 No. 52-FZ “On the sanitary and epidemiological welfare of the population”, all individual entrepreneurs and legal entities are required to comply with the requirements of sanitary legislation, carry out production control of compliance with sanitary rules when performing work, providing services, production, transportation, storage and sales of products. In addition, in the Russian Federation there are 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 circumvent them or create the appearance of complying with them at minimal cost.

Temperature

One of the factors affecting an employee during work is temperature. Elevated air temperatures in the workplace adversely affect the health of workers and can even threaten their lives if the standard values are significantly exceeded.

Regulatory requirements for air temperature in workplaces are established by Sanitary Rules and Norms (SanPiN) 2.2.4.548-96 “Hygienic requirements for the microclimate of industrial premises” (approved by Resolution of the State Sanitary and Epidemiological Supervision of the Russian Federation dated October 1, 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 in workplaces of all types of industrial premises. In this case, production premises should be understood as enclosed spaces in specially designed buildings and structures where labor activities are carried out constantly (in shifts) or periodically (during the working day). This definition fits almost any premises where people work: from offices to production workshops. Workplace is an area of the premises where labor activity is carried out during a work shift or part of it. A workplace can be several sections of a production facility or its entire area, depending on where the work is performed.

According to clause 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 obliged to bring workplaces into compliance with the microclimate requirements provided for by these sanitary rules.

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

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

Categories of work

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

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

Category Ib includes work with an energy intensity of 121 - 150 kcal/h (140 - 174 W), performed while sitting, standing or associated with walking and accompanied by some physical stress (a number of professions in the printing industry, at communications enterprises, controllers, craftsmen 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 stress (a number of professions in mechanical assembly workshops of machine-building enterprises, in spinning and weaving production, etc.).

Category IIb includes work with an energy intensity of 201 - 250 kcal/h (233 - 290 W), associated with walking, moving and carrying weights up to 10 kg, accompanied by moderate physical stress (a number of professions in mechanized foundries, rolling, forging, thermal, welding shops machine-building 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, movement and carrying of significant (over 10 kg) weights and requiring great physical effort (a number of professions in forge shops with hand forging, foundries with manual filling and pouring of flasks at machine-building and metallurgical enterprises, etc.).

Seasonal factor

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

Optimal microclimate conditions are established according to the criteria of 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, and create the prerequisites for high performance. Such microclimate conditions are naturally most preferable in workplaces. This is exactly the 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 establishes 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, technical and economically justified reasons, optimal working conditions cannot be ensured, SanPiN 2.2.4.548-96 establishes acceptable microclimate conditions. Acceptable 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. Acceptable microclimate conditions do not cause damage or impairment of health, but can lead to general and local sensations of thermal discomfort, strain on thermoregulation mechanisms, deterioration of well-being and decreased performance.

For the warm period of the year, depending on the category of work, the following permissible air temperature values are established 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 the air temperature in the workplace exceeds these indicators during the warm period of the year, 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 production 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.). It is obvious that it is impossible to equip a blast furnace with air conditioners in order to achieve acceptable air temperatures. The microclimate in such industries will always be unfavorable. In such production premises, working conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate on workers, 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 increased air temperature by changing other microclimate indicators; issuing appropriate protective clothing and other personal protective equipment to employees; changes in the regulation of working hours, 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 restrictions on the time workers spend at work in the event of air temperature deviations from acceptable standard values, depending on the category of work. Thus, at an air temperature of 32.5 and work categories Ia, Ib, workers can stay at the workplace for no more than 1 hour (continuously or in total for a work shift); workers whose work falls into categories IIa, IIb can stay at the workplace for 1 hour at an air temperature of 31.5; and in category III jobs, workers can work no more than 1 hour at an air temperature of 30.5. Consequently, when the air temperature exceeds the specified values, it is at least unsafe to work even for the shortest time; work in such conditions is not at all provided for by sanitary rules. Unfortunately, this Appendix is advisory in nature and does not oblige employers to strictly comply with it. However, his recommendations are quite reasonable, and if an employer who does not provide acceptable microclimate conditions in 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 temperatures and other microclimate factors. The employer can increase the duration of the lunch break 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, determined by the technology and organization of production and labor. The types of these works, the duration and procedure for providing such breaks are established by the internal labor regulations. The employer, taking into account the opinion of the trade union body, can make appropriate provisions to these rules and establish additional breaks. Also, no one prevents employers from measuring the air temperature in the workplace and issuing an order to reduce the working day based on 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 legislation in the field of ensuring the sanitary and epidemiological well-being of the population, expressed in violation of current sanitary rules and hygienic standards, failure to comply with sanitary, 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 carrying out 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 an employer

Eliminating the adverse effects of elevated air temperatures on workers and creating acceptable (even more so optimal) microclimate conditions in industrial premises is not a cheap matter and 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 this simply because they do not care about employees). And workers themselves often contribute to the emergence of such situations, being afraid to tell management about unbearable conditions in the workplace or violations of labor safety rules. (Apparently, this is how most Russian workers work: first we lose our health while earning money, and then we lose money trying to restore our 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.” An 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 the employee’s self-defense of labor rights.

In accordance with Art. 379 of the Labor Code of the Russian Federation, for the purpose of self-protection of labor rights, an employee, having notified the employer or his immediate supervisor or other representative of the employer in writing, may refuse to perform work that directly threatens his life and health, except for cases 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 under 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 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 directly provides for the right of an employee to refuse to perform work if a danger to his life and health arises due to violation of labor protection requirements (except for cases provided for by federal laws), until such danger is eliminated. During the period of refusal of such work, the employee retains all 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 providing 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 for downtime caused by a 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 responsibility for ensuring 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 ensure acceptable temperature conditions in the workplace, employees can use the following algorithm of actions. (These actions will have the greatest effect if all workers working in unfavorable conditions, or most of them, stand up to defend their rights - collective action is always more effective.)

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

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

Next, the obtained air temperature values must be recorded by drawing up an appropriate report. The report must be drawn up in duplicate and signed by at least three workers, but it will be better if it is signed by all workers who observed the temperature measurement. For the contents of the act, see Appendix 1.

One copy of the act must be handed to the immediate supervisor or other representative of the employer and required that he 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 employer’s representative refuses to accept the document or make a note of acceptance, you can hand it to him in the presence of at least two (and preferably as many as possible) witnesses. In such a situation, it is a good idea 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 notification (see Appendix 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 given to the employer’s representative, and the second, with the employer’s representative’s mark of receipt, remains with the employee.

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

Annex 1

Act on identifying 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 the 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, room - and the name of the position of the employee who works there) the air temperature was ____ o C.

____________/_____________/ “___” ____________2011

(employee signatures with transcript of signature and date)

Appendix 2

To the head of the workshop (department, section, etc.) _______________________

from _______________________ (full name, employee position)

Notification

I hereby notify you that the air temperature at my workplace exceeds the permissible values established by SanPiN 2.2.4.548-96, approved. Resolution of the State Sanitary and Epidemiological Supervision of the Russian Federation dated October 1, 1996 No. 21.

In this regard, guided by Art. Art. 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 begin work again after receiving written notification that the hazard has been eliminated.

According to Art. 157, 212 of the Labor Code of the Russian Federation, I ask you to pay for the downtime that arose in connection with my refusal to perform work due to the employer’s failure to comply with labor safety requirements 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? This question, of course, should be asked by any manager 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, in enterprises both small and large, temperature standards in 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 work fully while 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 standards for temperature in the workplace. The regulations contained in them apply to absolutely all companies and all employees (regardless of the size of the company and its nationality).

All information in the standards can be divided into two main blocks: temperature recommendations for various categories of employees and the employer’s responsibility for violating them. Among other things, the standard air temperature in the workplace is regulated by Article 212 of the Labor Code of our country, which states that the employer is obligated to provide favorable conditions and regime for work and rest of its employees.

How to protect yourself in the workplace?

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

The document must contain information that performing the work provided for in the concluded employment contract poses certain health risks. It would also be useful to refer to Article 379 of the Labor Code, which contains information about the legality of such intentions. If the paper is drawn up according to all the rules, then the employee not only will not lose, but will also retain all existing rights. However, you should not overdo it in your desire to take a break from work; it is likely that your superiors will offer you alternative options.

How to get around the law without breaking it?

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

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

summer workplace temperature

Of course, office workers are most concerned about temperature standards in the workplace, but it’s difficult to say what causes this trend. It should be noted that managers, secretaries and other intellectual workers are classified as workers with little physical activity. It is generally accepted that their normal temperature should range from 22.2 to 26.4 (20-28) degrees Celsius. Any deviation from the established figures should lead to a reduction in working hours. The reduction scheme looks like this:

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

Using a similar algorithm, the time required to perform work duties in the office is reduced to a temperature of 32.5 degrees above zero. With such initial data, work is allowed for no more than one hour. With the above work, it is completely necessary to cancel or move 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 are much less common). What is the minimum acceptable temperature in the workplace? First, let's discuss the algorithm of the day in cool conditions for office employees. The number of working hours for them begins to decrease from 20 degrees according to the following scheme:

19 degrees - 7 o'clock;
18 degrees - 6 hours;
17 degrees - 5 o'clock 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 levels, work must be canceled altogether.

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

Classification of all professions

SanPin standards for temperature in the workplace differ for each category of employee. There are three main categories, of which two are also divided into additional subgroups:

1a. Energy consumption up to 139 W. Minor physical activity, performing work duties in a sitting position.
1b. Energy consumption from 140 to 174 W. Minor physical strain when performing duties that can be performed either sitting or 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, consisting of constant walking and moving loads weighing up to 10 kilograms.
3. Energy consumption from 290 W. Intense load that requires significant strength and impact. Involves walking and carrying large loads.

You should not assume that the higher the category of employee, the more scrupulously the temperature standards in the workplace must be observed in the summer and winter seasons. In fact, the law requires that every person be protected very carefully. Moreover, people engaged in active physical labor can tolerate the cold much easier, since they have the opportunity to warm up from the efforts they make.

Where to go for help?

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

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

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

Amount of punishment and its types

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

How to eliminate violations?

How can you achieve the required temperature in the workplace in summer? Perhaps the only effective way to solve this issue is to install modern air conditioners, as well as maintain the existing ventilation system at a high level. No amount of open windows or drafts will help create comfortable conditions in the heat, but will 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.

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

Labor productivity in the workplace directly depends on conditions, primarily air temperature and humidity, quality of lighting, amount of oxygen and other factors. Temperature conditions are very important; if not observed, employees experience discomfort and work less productively. The permissible indoor temperature at a 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 work areas in winter and summer?

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

The management of the enterprise cannot justify violation of the temperature regime in the office by the fact that the costs of heating and air conditioning are 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 running powerful computer can increase the temperature in the room by 0.5 degrees). Malfunctions of climate control equipment (heaters, air conditioners) that ensure compliance with the regime must be eliminated on the day they occur, otherwise the employer is obliged to change the work schedule in accordance with SanPiN.

The permissible indoor temperature standards at the workplace for the warm and cold seasons are as follows:

summer - 23-25°C;
winter - 22-24°C.

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

For comparison, the temperature in an 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 functioning of central heating systems are responsible for maintaining comfortable conditions in apartment buildings. But in the summer, everything is different: a production workshop and office space are not an apartment; in the warm season, owners or tenants themselves take care of maintaining comfort there. Residents of apartment buildings do not have the right to demand that management companies install air conditioners, because it is not their responsibility. But the central office or remote site has the right to demand that the manager comply with the established temperature regime and, for this purpose, equip the premises with climate control equipment.

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

If the air temperature in office premises for some reason does not correspond to 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:

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

A reduction in the working day in winter by one hour is indicated when the temperature drops to 19°C, i.e. When temperatures are below 20°C, employees have the right to go home earlier. Further, the reduction in the duration of the working day occurs 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 working in such conditions is very difficult 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 decrease in thermometer readings, increased air temperature in the office in the summer also implies a reduction in the working day in a similar ratio. If the thermometer shows a temperature above 29°C, then the principle of shortening the working day is appropriate: at 30°C - by 2 hours, 31°C - by 3 hours, and so on. After the thermometer reaches 33°C, it makes no sense to go to work, because... Because of the heat, working in such conditions is almost impossible and even dangerous for humans. Employee productivity can be extremely low.

Threats, blackmail or pressure from an employer when he forces subordinates to work in inappropriate conditions is unacceptable. But in practice, a situation often occurs when a manager forces people to 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 frequent trips to the toilet), causing the body to shiver (an instinctive reaction to keep warm). For mental workers who spend many hours in a sitting position, low temperatures are very harmful, because... can cause hypothermia, decreased immunity and colds. And just sitting in outerwear at your desk is very uncomfortable; it distracts you from solving current problems.

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

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