The first summer under the new Heat Protection Ordinance is a real practical test for many Austrian companies. What was previously often treated as a matter of common sense, a company agreement or construction-site routine is now regulated much more concretely: those who work outdoors should be systematically protected from heat and natural UV radiation. For employees this is more than a health issue. Heat protection affects working hours, breaks, equipment, deployment planning and thus also the question of how attractive a job really is.
Especially in physically demanding jobs—in construction, logistics, transport, cleaning, emergency services, agriculture or municipal services—heat becomes a recruiting factor. Applicants pay attention not only to salary but also to whether an employer organizes everyday work realistically. For companies, good heat protection thus becomes part of employee safety, staff retention and employer branding.
What's new
The Heat Protection Ordinance, abbreviated Hitze‑V, has been in force since 1 January 2026. It establishes a distinct legal framework for work outdoors when employees are or may be exposed to heat or natural UV radiation. Covered are, among others, outdoor workplaces, construction sites and off‑site workplaces. Short tasks performed outdoors are excluded; there is an additional specific regulation for agriculture and forestry.
The core of the new rules is not a blanket 'time off for heat', but a mandatory process: employers must identify, assess and define appropriate measures for hazards from heat and UV radiation. These measures must be implemented when GeoSphere Austria issues a heat warning of at least level 2. The perceived temperature plays an important role here, because not only the air temperature counts but also sun, wind, humidity and physical exertion.
The Ministry of Social Affairs justifies the new rules with a working world increasingly affected by heat waves. A foundational report by Gesundheit Österreich GmbH points out that heat days in Austria have already multiplied significantly compared with the 1961–1990 climate period. For businesses this is no longer a marginal issue but a predictable burden: routes, shifts, construction‑site workflows and service hours must be organised so that health and safety do not depend on spontaneous improvisation.
What specific obligations employers face
Employers should know before the start of the hot period which activities are particularly risky. These include heavy physical work, direct solar radiation, reflective surfaces, asphalt, roof areas, protective clothing, vehicles without adequate cooling and work sites without shade. From this a programme of measures must be developed, often referred to as a heat protection plan.
Typical measures include starting work earlier, scheduling particularly strenuous tasks for cooler times of the day, additional breaks, shaded rest areas, drinking water or other non-alcoholic beverages, suitable headgear, UV-protective clothing, sunscreen, technical shading, and a clear emergency routine for heat stress. If multiple employers are present at one location, such as on a construction site, protective measures must be coordinated.
Instruction is also important. Employees must know how to recognize heat stress, which warning levels are relevant, what break regulations apply, and who to contact. Heat protection is therefore not just a list of equipment, but a management task. Anyone onboarding new employees in the summer should explain the topic during the onboarding process.
Is there a 'heat-free' policy in Austria?
There is no general right in Austria to leave the workplace independently due to high temperatures. However, the Chamber of Labour points out that employers must implement protective measures if heat endangers health. Employees should therefore document problems, inform supervisors or safety representatives, and involve the works council if one exists.
For construction workers and certain related professional groups, special rules apply under the Construction Workers' Bad Weather Compensation Act (Bauarbeiter-Schlechtwetterentschädigungsgesetz). In the event of very high temperatures, outdoor work can be stopped under certain conditions; the Chamber of Labour cites the well-known threshold of 32.5 degrees Celsius for this and refers to the bad weather compensation via the BUAK. However, this is not a general rule for all industries, but a sector-specific special provision.
What applies to offices, retail, and production
The new Heat Ordinance is primarily aimed at outdoor work. The provisions of the Workplace Ordinance continue to apply to workrooms. The Labour Inspectorate cites 25 degrees Celsius for low physical exertion and 24 degrees Celsius for normal physical exertion as orientation values in workrooms. If these values cannot be maintained due to summer weather, employers must take measures to lower the temperature.
In practice, this can mean: ventilating early, reducing direct sunlight with blinds or shutters, shielding heat sources, using fans or ventilation effectively, shifting the start of work, planning physically demanding tasks differently, and providing sufficient drinks. In office jobs, heat is often less visible than on a construction site, but it can significantly affect concentration, error rates, and well-being. A clear summer plan pays off here too.
Why heat protection is a recruitment issue
Many vacancies are decided not only by tasks and salary but by the quality of everyday working life. Employers who require 'physical resilience' in job listings should, in 2026, also be able to explain how strain will be limited. This is especially important in hands-on jobs where companies already compete for reliable staff. An employer who takes shift planning, breaks, water, shade and protective equipment seriously appears more professional than one that treats heat as a private test of endurance.
For applicants, heat protection is therefore a legitimate topic in the job interview. Good questions include: How are outdoor assignments planned during heat warnings? Are there cool break areas? Who decides when heavy tasks are postponed? What clothing or personal protective equipment is provided? How are new employees instructed about heat stress and UV protection?
Such questions do not signal a lack of commitment but professional risk awareness. People who are expected to work reliably in summer need conditions under which performance is safely possible. This also applies to older employees, people with pre-existing conditions, entry-level employees and staff returning to physically demanding tasks after a long absence.
Checklist for employees
Employees should pay particular attention to five points. First: Is there clear information about heat warnings and daily planning? Second: Are drinking water, shade and breaks actually available or only provided in theory? Third: Is heavy work moved to the cooler hours when possible? Fourth: Are head protection, UV-protective clothing and sun protection taken seriously? Fifth: Is there a clearly identifiable contact person if heat causes complaints?
If several of these points are missing, that is a warning sign. In existing employment relationships, employees should raise the issue factually and cite concrete examples: time, location, task, missing measure and health impact. In the application process, pay attention to the language of the job ad. Phrases like 'resilient', 'flexible' and 'outdoor work' should be supplemented with comprehensible information about occupational safety and organization.
Checklist for employers and HR
For employers the key question is: Is heat protection already organised before the first heat wave? This includes an updated workplace assessment, a list of heat-relevant activities, an action plan for each site or type of assignment, defined responsibilities, training, documentation and a communication routine for warning levels. HR and recruiting should know this plan so that commitments made during the application process match everyday practice.
In job advertisements, a brief note can help: for example, set summer working hours, high-quality protective equipment, air-conditioned vehicles, cool break rooms, or structured breaks. That does not replace legal obligations, but it makes clear that the company is prepared. Especially for hard-to-fill positions, that can make a difference, because candidates compare concrete working conditions with one another.
Internal link ideas for career planning
Anyone planning their next career steps should not consider heat protection in isolation. Working conditions, further training and age interact. On jobspot.at the following articles are particularly relevant Do-it-Jobs Austria 2026, "Jobs 50 plus Austria 2026" and Weiterbildungszeit Österreich 2026. They show how important realistic working conditions, fair job interviews and professional development have become in the Austrian job market.
Conclusion: Heat protection should be part of every good job decision
Heat protection in the workplace is not an optional summer extra in 2026, but part of modern work organization. The new regulation forces businesses to act more proactively when working outdoors. At the same time, offices, retail, production and mobile activities should also review their routines, because heat affects concentration, accident risk and health.
The most important advice for employees is: ask specific questions before the first heat wave arrives. For employers: those who organize heat protection well not only protect the workforce, but also improve their chances in recruiting. You can recognize good jobs in summer by whether safety, planning and respect still work at 30 degrees and above.
Sources
- Ministry of Social Affairs: Working in heat, new rules 2026
- Labour Inspectorate: Working in heat outdoors
- Labour Inspectorate: Indoor climate and ventilation in workplaces
- Chamber of Labour: Working in heat
- WKO: Heat Protection Ordinance since 1 January 2026
- RIS: BGBl. II No. 325/2025, Heat Protection Ordinance
