Can working hours be shortened in difficult weather conditions in Poland?
When temperatures hit extremes, strong wind makes it impossible to carry out tasks, and frost stops equipment from working – a natural question arises: do you still have to work as if nothing were happening? Well, not always. Polish law provides specific mechanisms that allow working time to be modified or even suspended when weather conditions threaten workers” health. What”s more, some of these measures are not only possible – they are mandatory. Find out when you can work shorter hours, when you have the right to refuse to perform tasks, and what obligations rest on your employer in Poland.
When weather threatens health – what does the Labour Code say about the employer”s obligations?
Under Art. 207 of the Polish Labour Code, the employer is obliged to ensure safe and hygienic working conditions, also taking weather conditions into account. This is not “goodwill”, but a specific legal obligation that can have real consequences – including fines of up to PLN 30,000. If weather conditions genuinely threaten health or life and yet no measures have been taken, the National Labour Inspectorate (PIP) has every right to impose a fine.
This applies both to extreme situations and to more everyday ones, such as working in the rain, in strong sunlight or in low temperatures. The regulations clearly state that the employer must adapt not only protective measures but also the organisation of work to the current weather. This means that shortening working hours due to heat, frost or heavy rainfall may be not only reasonable, but also required.
Heat, cold, wind – which weather conditions justify shortening working hours?
Weather conditions can be recognised as a harmful factor in the work environment, as confirmed in the 2018 regulation of the Minister of Family, Labour and Social Policy. This means that in certain situations it is possible (and lawful) to shorten or suspend work. Key indicators include effective temperature (TE), WBGT and the wind chill index (WCI). An example? If TE exceeds 30°C, outdoor work may be temporarily suspended between 11:00 and 15:00.
In turn, in strong wind above 20 m/s in the construction industry, work at height must be suspended without exception. The same applies to frost – if the felt temperature drops below –25°C, outdoor work should be limited to a maximum of 2 hours, and machine operators must be provided with heated cabins. The conclusion? Both work in cold conditions and in heat can, and even should, be adjusted to the actual weather.
Extreme heat and work in Poland – who can refuse and when must the employer act?
In Poland we increasingly face heatwaves, and the regulations leave no doubt on this matter. When weather conditions exceed acceptable limits, the employer has a range of obligations – from providing water, through breaks, to the option of remote work. That is precisely why shortening working hours in hot weather is so often discussed – not as a privilege, but as a real necessity.
Importantly, an employee may refuse to work if conditions pose a threat to health, under Art. 210 of the Labour Code. If the effective temperature exceeds 30°C, work can be suspended around midday and a rotation system or shortened working hours in hot weather can be introduced. In addition, administrative roles can be moved to remote work, which genuinely relieves physical workers.
Amendment to the regulations – a proposed maximum working temperature
In May 2024, the Ministry of Family, Labour and Social Policy presented a second version of a draft regulation on OHS, which for the first time proposed specific limits for the maximum temperature in the workplace. Under the draft, the temperature in office spaces could not exceed 28°C (or 26°C for physical work), unless the employer provides effective measures to limit the impact of high temperatures. The proposed rules aim to standardise requirements and increase the protection of workers” health in the face of a growing number of heatwaves. Although the regulation has not yet been adopted, its content clearly indicates the direction of future changes: greater emphasis on the employer”s duty to adapt working conditions to extreme temperatures. In practice, introducing such rules may mean the need to modify the organisation of work, shorten working hours or introduce additional breaks during the hottest parts of the day.
Working in frost in Poland – are there time limits and which protective measures are mandatory?
When the temperature drops below zero, and especially below –20°C, outdoor work stops being a matter of comfort and becomes a matter of safety. In such cases the regulations clearly set out the employer”s obligations – from heated rooms, through specialist protective clothing, to regenerative meals worth 4,500 kcal per day.
In extreme cases, such as open-pit mines at –30°C, electrically heated suits with their own power supply are used. But even in less extreme industries, shortening working hours or increasing the frequency of breaks is the minimum. For the employer this is not just good practice – it is a legal obligation. And for you it is important information: if you work outdoors, you have the right to safety and thermal comfort.
Breaks, rotation, flexible hours – how can the work schedule be modified?
You don”t always have to stop work completely – often it”s enough to manage it properly. The employer can introduce flexible working hours, shift rotation, additional regenerative breaks or reduced hours during the most demanding times. For example, in a hot environment (WBGT > 25°C), 15-minute breaks every hour are recommended, and in a cold one (WCI < –1000) – 10-minute breaks every 45 minutes.
These measures are not an “extra”, but a real tool for managing occupational risk. The employer may – though does not always have to – consult the team on schedule changes that will improve comfort and reduce risk. And a shorter working day in hot weather? It can be part of such an approach – especially in physical or outdoor work. This way you don”t have to sacrifice efficiency – you just need to manage it well.
The right to refuse to work – when can an employee say “stop”?
Labour law protects workers in situations of danger. If weather conditions exceed the norms, you have the full right to refuse to perform your duties, citing Art. 210 §1 of the Labour Code. What does this mean in practice? If you work with insufficient ventilation and the room temperature exceeds 28°C, you can refuse to perform tasks if no remedial measures have been implemented.
Similarly, when protective clothing is missing and the temperature drops below –10°C, your safety takes priority. This is not disobedience – it is your statutorily protected right. And the employer”s duty is not only to refrain from punishing you for it, but actually to ensure preventive measures are put in place so that such situations do not arise. Remember – health and life are not up for negotiation.
Modern technology in the service of safety – will weather sensors change OHS?
Fortunately, technology doesn”t stand still. More and more companies are deploying smart environmental sensors that measure parameters such as effective temperature, WBGT, WCI, UV level and humidity in real time. Thanks to them, ventilation, the work schedule and even outdoor exposure time can be adjusted automatically. Combined with data analysis, it becomes possible to manage risk precisely – without guessing, without improvisation.
This is a huge opportunity not only for large industrial plants, but also for smaller companies that want to optimise working conditions without taking unnecessary risk. In the context of shortening working hours in hot weather or in winter, such systems make it possible to react in advance instead of waiting for a crisis. And this is an approach that may become the standard sooner than you think.