Workplace temperature limits in Poland from 2027: labour law changes for employers
From 11 January 2027, Polish employers must act above 25°C/28°C; in specified cases, weather-related heat above 32°C/35°C stops work.
From 11 January 2027, new Polish workplace temperature rules will apply under the Regulation of the Minister of Family, Labour and Social Policy of 9 July 2026.
For indoor workplaces, action is required above 28°C, or above 25°C for specified work involving high physical exertion.
For outdoor work, organisational measures are required above 25°C; above 32°C, specified physically demanding outdoor work may not be performed if the excess is weather-related.
Indoor work may not be performed above 35°C where the excess is caused by weather conditions; technological considerations may affect the application of this limit.
The thresholds apply only when temperatures are exceeded; for example, exactly 28°C is not treated as a temperature above 28°C.
Employers need procedures before hot weather occurs
Temperature monitoring, response responsibilities and required consultation arrangements should be established before thresholds are exceeded.
Air conditioning is not mandatory
Employers may use appropriate technical or organisational measures; the regulation does not prescribe one compulsory device.
Office workplaces are also covered
Typical offices fall within the indoor-workplace rules, so employers must account for heat measures in work organisation.
Heat-related duties may apply in parallel
At 25°C or 28°C, existing requirements to provide drinks may coincide with the new technical or organisational obligations.
From 11 January 2027, Polish employers will have to take action when temperatures caused by weather conditions exceed 28°C indoors, or 25°C for specified physically demanding work. Organisational measures will also be required for outdoor work above 25°C. If temperatures caused by weather conditions exceed 35°C indoors or 32°C for specified physically demanding outdoor work, the work may not be performed.
The new workplace temperature limits in Poland are introduced by the Regulation of the Minister of Family, Labour and Social Policy of 9 July 2026. In addition to maximum temperature thresholds, the regulation introduces lower levels at which employers must begin taking measures to reduce the impact of heat on employees. The regulation was published on 10 July 2026 as Journal of Laws of 2026, item 927.
The new obligations may also affect working time arrangements, work schedules and other HR processes, which in many companies form part of HR and payroll services in Poland.
In this article:
What workplace temperature limits will apply in Poland from 2027?
The new Polish rules establish two types of temperature thresholds. The first trigger the requirement to introduce technical or organisational measures. The second define temperatures above which, where the excess is caused by weather conditions, work may not be performed.
| Place and type of work | Temperature | What must the employer do? |
|---|---|---|
| Indoor workplace – generally any type of work | above 28°C | introduce appropriate technical or organisational measures |
| Indoor workplace – specified work involving high physical exertion | above 25°C | introduce appropriate technical or organisational measures |
| Outdoor work | above 25°C | introduce appropriate organisational measures |
| Indoor workplace | above 35°C | work may not be performed if the threshold is exceeded due to weather conditions |
| Outdoor work involving specified physical exertion | above 32°C | work may not be performed if the threshold is exceeded due to weather conditions |
For the purposes of the lower thresholds applying to physical exertion, the regulations cover work resulting in an effective energy expenditure during a working shift of more than 1,500 kcal (6,280 kJ) for men and 1,000 kcal (4,187 kJ) for women.
The wording of the regulation is important: the obligations arise when the temperature exceeds the relevant threshold. A temperature of exactly 28°C should therefore not be treated as equivalent to a temperature above 28°C.
labour law in poland · effective 11 January 2027
New workplace temperature limits in Poland from 2027
From 11 January 2027, temperatures caused by weather conditions trigger duties at four thresholds. Two require protective measures; two mean the work may not be performed while the excess lasts.
25°C
Measures required
Outdoor work (and specified high-exertion work indoors)
Introduce appropriate organisational measures for outdoor work. The same threshold triggers technical or organisational measures indoors for specified work involving high physical exertion.
28°C
Measures required
Indoor workplace — general work
Introduce appropriate technical solutions to reduce or limit the temperature increase — unless technological considerations make this impossible — or apply organisational measures to minimise the impact of heat.
32°C
Work must stop
Specified physically demanding outdoor work
The work may not be performed where the excess is caused by weather conditions. This is not a general limit for all outdoor work.
35°C
Work must stop
Indoor workplace — including offices
The work may not be performed where the excess is caused by weather conditions. This restriction does not automatically apply where the elevated temperature results from a technological process.
Each duty applies only when the temperature exceeds the threshold; an exact reading (for example 28°C) does not count as “above”.
32°C is not a general maximum for all outdoor work.
It applies only to outdoor work involving physical exertion above the regulation’s energy-expenditure levels — over 1,500 kcal per shift for men and 1,000 kcal for women.
What will be the maximum workplace temperature in Poland from 2027?
For indoor workplaces, the maximum threshold will be 35°C. For specified physically demanding work performed outdoors, it will be 32°C. If the temperature caused by weather conditions exceeds the applicable threshold, the work may not be performed.
However, 32°C is not a general maximum temperature for all outdoor work. It applies only to outdoor work involving physical exertion above the energy-expenditure levels specified in the regulation. For other outdoor work, the regulations instead require organisational measures to be introduced once the temperature exceeds 25°C.
When does exceeding 35°C mean that work must stop?
Indoor work may not be performed if the temperature exceeds 35°C due to weather conditions. For specified physically demanding outdoor work, the corresponding threshold is 32°C. The requirement to stop performing the work is therefore linked to high temperatures caused by weather conditions.
If the elevated temperature results from a technological process, exceeding 35°C does not in itself automatically prohibit work under this provision. The regulation states that the requirement to ensure a temperature not exceeding 35°C indoors or 32°C for specified outdoor work does not apply where technological considerations make this impossible.
What must an employer do when the workplace temperature exceeds 28°C or 25°C?
Employers will not be able to wait until the temperature reaches 35°C before taking action. Indoors, the obligation to act will arise when the temperature caused by weather conditions exceeds 28°C, or 25°C for the specified categories of work involving physical exertion.
The employer will be required to:
- provide appropriate technical solutions that reduce the temperature or limit its increase, unless technological considerations make this impossible, or
- introduce appropriate organisational measures that minimise the impact of high temperatures on employees’ health.
For outdoor work, where the temperature caused by weather conditions exceeds 25°C, the regulations require organisational measures appropriate to the conditions and the nature of the work performed.
Will air conditioning become mandatory in Polish workplaces?
No. The new regulation does not require employers to install air conditioning as a specific measure for protecting employees against heat. Employers must provide appropriate technical solutions that reduce or limit increases in temperature, or introduce appropriate organisational measures.
The Ministry of Family, Labour and Social Policy identifies air conditioning as one possible technical measure. Examples of organisational measures include additional breaks, shorter working hours or reorganising work to reduce the amount of work performed during the hottest part of the day. The appropriate solution should depend on the working conditions and the nature of the work.
For employers, this means that the regulation does not impose a single model for offices, warehouses, manufacturing facilities and construction sites.
Will the new workplace temperature limits also apply to office work in Poland?
Yes. The 35°C threshold applies to indoor workplaces and therefore also covers typical office premises. Employers operating offices do not, however, need to wait until the temperature reaches that level before acting. Appropriate measures will already be required once the temperature caused by weather conditions exceeds 28°C.
For companies employing mainly office-based staff, there are therefore two practical reference points: above 28°C – measures must be taken to reduce the impact of heat; above 35°C – work may not be performed during the period in which the threshold is exceeded due to weather conditions.
How must employers establish organisational measures during hot weather?
Organisational measures should not be developed only on the day extreme temperatures occur. The amendment establishes a specific procedure for determining them.
Where an occupational health and safety committee operates at the employer, organisational measures must be consulted with employees through that committee. Under the Polish Labour Code, employers with more than 250 employees are required to establish such a committee.
Where no occupational health and safety committee has been established, the employer determines the measures under Article 237^11a of the Polish Labour Code and must additionally obtain the opinion of the physician responsible for preventive healthcare for employees. Once the consultation process has been completed, employees must be informed of the adopted organisational measures in the manner normally used by the employer.
When will the maximum workplace temperature limits not apply?
The regulation contains a list of exclusions, but its scope must be read carefully: § 30a(8) excludes the application of paragraph 1, i.e. the provision establishing the maximum temperature thresholds of 35°C and 32°C, rather than expressly excluding the whole of the new § 30a.
The exclusion includes, among others, work referred to in Article 151^10 points 1, 2, 5–8 and point 9(c)–(h) of the Polish Labour Code, including:
- rescue operations and emergency repairs,
- continuous-process work,
- transport and communications,
- workplace fire brigades and rescue services,
- property security and protection of persons,
- agriculture and livestock farming,
- catering and hotels,
- municipal service organisations,
- specified healthcare and social assistance facilities,
- activities relating to culture, education, tourism and leisure.
The provision also refers to employees of institutions covered by legislation on childcare for children under the age of three, specified officers of public services and members of the armed forces. Employers should therefore not automatically assume that an entity falling within the list of exclusions is exempt from all new obligations relating to high temperatures. It is necessary to determine precisely which provision the relevant exclusion applies to.
When must an employer provide drinks during hot weather in Poland?
The new rules applying from 2027 should be distinguished from the existing Polish requirements concerning preventive drinks.
Employers are currently required to provide drinks, among others, to employees working:
- outdoors at temperatures above 25°C,
- at workstations where the temperature caused by weather conditions exceeds 28°C,
- under specified levels of physical exertion and in hot microclimate conditions.
Drinks must be available throughout the working shift, and the employer may not replace them with a cash equivalent.
From 2027, the same temperature levels of 25°C and 28°C may therefore trigger different obligations in parallel in certain circumstances: the existing requirement to provide drinks and the new technical or organisational obligations resulting from the amended general occupational health and safety rules.
How should employers prepare for the new Polish rules before 11 January 2027?
The main organisational risk is not the introduction of new temperature thresholds itself, but failing to establish in advance who should respond when they are exceeded and what action should be taken.
Before the new rules enter into force, employers should:
- Categorise workstations by place of work – indoor workplaces and outdoor work.
- Identify work covered by the energy-expenditure thresholds of 1,500 kcal for men and 1,000 kcal for women.
- Establish how temperatures will be monitored and who is responsible for responding, so that decisions are not made only after employees report a problem.
- Prepare measures for the 25°C, 28°C, 32°C and 35°C thresholds, depending on the types of work carried out in the company.
- If the employer intends to introduce organisational measures, plan the required employee consultations and, where no occupational health and safety committee has been established, obtain the opinion of the physician responsible for preventive healthcare for employees.
- Establish how employees will be informed about the measures that apply.
- Coordinate occupational health and safety measures with work schedules, working time records and payroll services in Poland where the organisational measures adopted affect working time or how work is performed.
This preparation makes it possible to separate decisions that can be planned before the summer season from measures that require an immediate response once a particular threshold is exceeded.
Employer action · before 11 January 2027
How to prepare your company in Poland for the new workplace temperature rules
The main risk is not the new thresholds themselves, but failing to decide in advance who responds when they are exceeded and what action to take. Seven steps to complete before the rules apply in Poland.
01
Categorise workstations
Split work by place of work — indoor workplaces and outdoor work.
02
Identify high-exertion work
Flag work covered by the energy-expenditure thresholds: over 1,500 kcal per shift for men and 1,000 kcal for women.
03
Set up temperature monitoring
Establish how temperatures are monitored and who must respond, so action is not left until employees report a problem.
04
Prepare measures per threshold
Plan responses for the 25°C, 28°C, 32°C and 35°C thresholds, depending on the types of work carried out.
05
Plan consultations
Arrange the required employee consultations; where no OHS committee exists, obtain the opinion of the physician responsible for employees’ preventive healthcare.
06
Define how staff are informed
Establish how employees will be told which organisational measures apply.
07
Align with HR and payroll
Coordinate OHS measures with work schedules, working time records and payroll where they affect working time.
What can the employer do?
Provide technical solutions that reduce or limit temperature increases, or introduce organisational measures — for example additional breaks, shorter working hours, or moving work away from the hottest part of the day.
Air conditioning is one possible technical measure — it is not mandatory.
Example: How will the rules apply to a warehouse and an outdoor loading yard?
A company operates a warehouse and a loading yard where some employees perform work outdoors. If the temperature in the warehouse rises to 29°C due to weather conditions, the employer must introduce appropriate technical or organisational measures because the 28°C threshold has been exceeded.
If the temperature in the loading yard is 27°C, organisational measures are required to minimise the impact of heat on employees’ health because the threshold for outdoor work is 25°C.
Only when the temperature in the warehouse exceeds 35°C due to weather conditions may the work covered by the limit no longer be performed. In the loading yard, the 32°C threshold that prevents work from being performed applies to the specified physically demanding work covered by the regulation.
What are the most common mistakes when interpreting the new workplace temperature rules?
The first mistake is assuming that 32°C is the maximum temperature for all outdoor work. This threshold applies only to the specified categories of work involving physical exertion.
The second is waiting until the temperature reaches 35°C before responding. Indoors, action is already required once the temperature exceeds 28°C, or 25°C for specified physically demanding work.
The third is assuming that the regulations require employers to install air conditioning. The rules require effective technical or organisational measures but do not prescribe one mandatory device.
The fourth is treating the list of exceptions as a complete exemption from all of the new rules. Section 30a(8) itself applies the exclusion to paragraph 1, so the scope of the specific exception should be checked before it is applied within a company.
Why should employers prepare for the 2027 workplace temperature rules in advance?
The new Polish rules applying from 11 January 2027 will change how employers should respond to high workplace temperatures. In addition to the maximum thresholds of 35°C and 32°C, particular attention should be paid to the lower thresholds of 28°C and 25°C, which trigger the requirement to introduce technical or organisational measures.
For HR departments, this means establishing procedures in advance, carrying out the required consultations and coordinating occupational health and safety measures with working time arrangements.
If changes to work organisation affect schedules, working time records or other HR processes, the getsix® team can support employers with HR and payroll services in Poland and with organising the HR and payroll processes connected with the measures adopted.
Legal basis:
This article was written by the getsix® Editorial Teamgetsix® provides accounting, tax advisory, HR and payroll, and business consulting services, supporting companies operating in Poland. The getsix® Editorial Team prepares practical information that makes Polish accounting, tax, and HR and payroll matters easier to understand.
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