Temperature at the workplace: what the law requires

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Why is workplace temperature a legal matter?

Extreme temperatures do not only affect comfort. They endanger health and even life. Heatstroke, hypothermia, dehydration and loss of concentration can all cause accidents and occupational diseases. That is why work safety law also deals with temperature.

What does the Work Safety Ordinance provide?

The express provisions are in the Work Safety Ordinance [New Version], 5730-1970 (פקודת הבטיחות בעבודה [נוסח חדש], התש״ל-1970), in the Article “Ventilation, lighting and heat” and in the chapter on employee welfare:

A reasonable temperature

In every workroom, effective measures must be taken to achieve and maintain a reasonable temperature. A method that releases fumes into the air that could harm or disturb the employees must not be used for this purpose (section 30).

Minimum temperature for seated work

In a workroom where the work is done largely seated and does not involve real physical effort, a temperature below 16 degrees Celsius after the first hour is not considered reasonable as long as people are working. The regional labor inspector can require a thermometer to be installed in the room (section 31). The Minister is authorized to set, by regulations, a standard for ventilation, lighting and a reasonable temperature, including changing this threshold (section 32).

Ventilation

Effective and suitable measures must be taken to maintain adequate ventilation in every workroom by circulating fresh air. They must also reduce, as far as practical, the harm from fumes, dust and other pollution created by the work that could damage health (section 27).

Drinking water

A sufficient supply of water fit for drinking must be installed and maintained at suitable points that are easy for all employees to reach (section 136).

Which workplaces does the Ordinance apply to?

The provisions of the Ordinance apply to a “factory” as defined in it (section 11). This covers premises where people do manual work in a process of, among other things, making, repairing, cleaning, dismantling or preparing an article for sale, and other places that the Ordinance lists expressly (sections 2 and 3). So the first question is whether the workplace falls within this definition.

Work in the sun, heat and cold: personal protective equipment

Under the Safety at Work Regulations (Personal Protective Equipment), 5757-1997 (תקנות הבטיחות בעבודה (ציוד מגן אישי), התשנ״ז-1997), when a safety risk cannot be prevented by construction or installation, the employer must provide the employee with personal protective equipment (regulation 2), as detailed in the Schedule to the Regulations, and must supervise its use (regulation 3(a)). The Schedule expressly lists, among other things:

• Work with exposure to the sun’s rays: protective skin creams (item 9 of the Schedule).
• Work in rain, cold or direct exposure to the sun: clothing that protects against the weather (item 12).
• Work in extreme heat or cold, and work in cold rooms, refrigeration rooms and cold storage: suitable protective clothing, including heated clothing (item 10). For work in extreme cold, also protection for the hands, such as gloves insulated against heat and cold (item 6).

For work in the sun there is also an express provision in the body of the Regulations. An employee exposed to the sun’s rays must wear clothes and a hat that cover their body and head and prevent damage from the sun’s rays, and must wear suitable glasses that filter ultraviolet radiation. The employer must not employ an employee while exposed to the sun’s rays unless the employee is protected in this way (regulation 10). This means that the responsibility for protecting people who work in the sun lies with the employer too, not only with the employee.

A regional labor inspector can require personal protective equipment also for work that is not listed in the Schedule (regulation 4). The equipment must be of suitable quality and give suitable protection against the risk (regulation 6(a)), and the employer must repair or replace equipment found to be defective or damaged (regulation 3(c)).

Heat stress in outdoor work: what else is expected

As of the date this article was updated, the temperature sections of the Ordinance deal with a “workroom”. In November 2025, the Ministry of Labor published for public comment a regulatory impact assessment (RIA) report on draft “Regulations on Managing Work under Heat Stress and Annual Reporting Duties”. According to the report, heat stress is not expressly defined in the regulations today as a separate risk, and it is included in the general duty to deal with risks. If such regulations come into force, they will apply in addition to the provisions described in this article. So before relying on a particular rule, check the current state of the legislation.

What does an employee do when the conditions put them at risk?

It is advisable to first contact the employer in writing, and also the safety officer or safety trustee in a workplace that has one, and to keep records. You can also complain to a labor inspector. When a regional labor inspector is persuaded that a process, act or omission at the workplace endangers a person’s safety or health, the inspector can issue an order to stop the work or to take measures to remove the danger (section 6 of the Labor Inspection (Organization) Law, 5714-1954 (חוק ארגון הפיקוח על העבודה, התשי״ד-1954)). When an enactment on the safety, health, hygiene or welfare of employees is not being complied with, the inspector can issue an improvement order (section 8A).

An employee who filed, in good faith, a complaint with the competent authority about a breach of an enactment at the workplace is protected. The employer must not harm the employee’s employment or dismiss them because of the complaint (sections 2 and 4 of the Protection of Employees (Exposure of Offenses and Harm to Integrity or Proper Administration) Law, 5757-1997 (חוק הגנה על עובדים (חשיפת עבירות ופגיעה בטוהר המידות או במינהל התקין), התשנ״ז-1997)). A claim for such a breach is heard in the Regional Labor Court. The remedies under the Law apply to an employer that is a public body, and to any other employer that employs more than 25 employees (section 3(b)). More in the guide Protection of whistleblowers: legal framework and employee rights.

If the dispute with the employer about working conditions has led to dismissal or a claim, you can read about representing employees and employers in the Labor Court on the Employment law page.

Frequently asked questions

What is the minimum temperature at work under the law?

In a workroom where the work is done largely seated and does not involve real physical effort, a temperature below 16 degrees Celsius after the first hour is not considered reasonable (section 31 of the Work Safety Ordinance). In other workrooms, the duty is to maintain a “reasonable temperature” (section 30). The provisions apply to a “factory” as defined in the Ordinance.

Does the law set a maximum temperature for work?

The Work Safety Ordinance has no general upper limit for a workroom. The duty is to maintain a reasonable temperature and adequate ventilation (sections 27 and 30). For work in extreme heat or cold and exposure to the sun, the Safety at Work Regulations (Personal Protective Equipment) require the employer to provide suitable equipment, such as protective clothing and protective skin creams. Regulation 10 of those Regulations prohibits employing an employee exposed to the sun’s rays unless the employee is protected by suitable clothes, a hat and glasses.

May an employee who complained about heat or cold at the workplace be dismissed?

Not because of the complaint, when it was filed in good faith with the competent authority, such as a labor inspector, about a breach of an enactment (sections 2 and 4 of the Protection of Employees (Whistleblowers) Law). The remedies in the Labor Court apply to an employer that is a public body, and to any other employer that employs more than 25 employees (section 3(b)).