On a roll this week with posting… but with the heatwave in the UK/Europe have been thinking a bit about how it relates to internal policies, particularly shifting risk assessments and leave provision amid the changing climate. Would be keen to hear how other orgs are managing provisions for the heat? Are you having to update risk assessments? Does anyone have a particular policy around a max working temperature (even though there is no statutory maximum in the UK, as far as I am aware)? Is anyone thinking about equipment provision if WFH (eg fans)? We’ve talked internally in the past about how we can build climate and disability justice principles into our travel and event policies (ie prioritising public transport and land-based travel wherever possible), but curious to think about how it might have to extend into other policy areas as weather conditions become more extreme…
Been thinking about the max temperature thing because of the heat strike but really good thinking around risk assessing and travel (we have cancelled work travel this week but don’t have a policy around this) - I’ll get back to you if I do more work around this!
Oh I actually hadn’t heard about Heat Strike until now - thank you so much for flagging! It definitely feels like everyone’s been figuring out ad hoc solutions (us included) but there’s not much in place in the way of formal policies. Solidarity and yeah please do keep me posted if you draft anything over at Tripod you’d be up for sharing 
Health and safety is at the core of it really, even without a max legal working temp. Staff need to be supported to make the right decision for their wellbeing, and that is quite an individual thing because of how different people tolerate heat differently. For example, I tolerate it very poorly due to a health condition and I become less able to work earlier than others might. We have been telling staff to inform their manager if they feel unwell and we’ve considered not logging the first absence as a sickness absence, so it won’t be taken out of people’s contractual entitlement. We’ve also supported people to try and work from other places (our office is very hot and lots of homes are too hot) e.g. airc onditioned office of a partner org. Finally, I think encouraging people to accept that we can’t work to the same level of productivity and high-level thinking in extreme temps. I ideally would like to explore introducing paid extreme weather days as part of a policy. I think climate movement orgs should set the precedent in terms of taking the change in climate seriously and not engaging with the “business as usual” mentality.
You’re so right on this, thank you for sharing. And the idea of paid extreme weather days especially in the context of wider climate crises/justice feels like a really good shout.
I wonder also about how extreme weather intersects with eg care leave policies, as with nurseries/school shutting as well as potential increased pressures on carers of all descriptions due to heat it really shifts who might have to use additional annual leave to cover gaps etc… I know some orgs enhance unpaid parental leave so people can take time off for caring responsibilities (which could help in this context), but I guess this doesn’t allow for the complexity/breadth of caring dynamics that someone could be holding. Lots to think about!
I guess as the climate crisis continues to deepen it will be a case of making sure extreme weather is baked into multiple policies (health and safety, leave, etc.) as opposed to having a stand alone ‘climate justice’ policy… if we come up with anything will make to share in the forum, but equally keen to see where others get to on this
Really interesting to see everyone’s approaches! We are a fully WFH organisation and pay a ‘homeworkers allowance’ (which is tax free), and encourage staff to use that to buy fans etc, otherwise if we buy a lot of organisational fans it becomes difficult with staff turnover/posting bulky items across the UK! Also PAT testing!