Working in the cold involves both when the temperature becomes problematic and what risks exist in different environments. There is a difference between working outdoors and indoors, and different protections are required.
There is no exact temperature limit in Swedish labor law for when it is too cold to work outdoors. Each situation is assessed based on risk analysis and what is common in the industry.
The Swedish Work Environment Authority considers problematic cold to be temperatures that can harm health and safety. This often involves freezing temperatures combined with wind, moisture, or prolonged exposure.
Collective agreements often have rules regarding "unfit weather" as a basis for halting work. The construction industry talks about extremely cold weather but rarely sets exact temperatures.
Risk Factors that come into play:
Indoors, workplaces should have a thermal climate that suits the activity. This often means 18–22 degrees for office jobs, and slightly lower for more physical tasks.
Outdoor work is a different story. Employers must protect against weather and wind as much as possible—windbreaks, heated break areas, or adjusted working hours may be necessary.
The cold directly affects outdoor workers with low temperatures, wind, and precipitation. Tasks that require dexterity become difficult when hands freeze.
Protective measures vary:
Cold at work poses health risks that vary depending on exposure and individual differences. Acute risks include frostbite, hypothermia, and a higher risk of accidents as muscles and fingers become stiff.
Individuals with cardiovascular disease are more sensitive as cold temperatures put stress on the heart. Diabetes can impair blood circulation and increase the risk of cold injuries.
Obstructive lung disease can worsen due to cold air, and it is not uncommon for muscles and joints to become stiffer.
Prolonged cold can lead to issues such as:
Preventive measures? Proper work clothing for the Nordic climate, regular breaks in warmth, and adapting tasks according to the weather.
Employers in Sweden must follow the Work Environment Act and associated regulations when people work in cold conditions. The Swedish Work Environment Authority has guidelines for a safe work environment, and collective agreements may add their own rules regarding low temperatures.
The Work Environment Act is the foundation for a safe work environment in Sweden. Employers must investigate and assess the risks of ill health and accidents.
Employers are required to take immediate action to prevent ill health and accidents, including risk assessment of cold and protective measures.
Key obligations under the law:
Employers must ensure that clothing and protective equipment are suitable for cold, especially in outdoor work where one is often outside for long periods.
There are no exact temperature limits from the Swedish Work Environment Authority for when work must be halted due to cold. According to Gunnar Åhlander from the Swedish Work Environment Authority, there are no fixed limits for how cold it can be.
For indoor work, temperatures between 20 and 24 degrees are recommended for sedentary jobs. This helps employers assess what is reasonable.
Focus areas of the Swedish Work Environment Authority:
There is an emphasis on the importance of proper clothing according to the layering principle. Moisture-wicking closest to the body, insulating layers in the middle, and wind protection on the outside—that is standard in the Nordic climate.
Collective agreements may have specific rules regarding working in extreme cold. According to the Construction Workers' Union agreement, work should be halted in "unfit weather" if it becomes too cold.
There is rarely an exact cold limit in the agreements. Each situation is assessed individually, depending on the weather and tasks involved.
Common points in collective agreements:
Collective agreements complement the Work Environment Act and provide more detailed guidelines for different industries. They take into account the specific challenges in construction, transport, and other jobs where cold is a regular occurrence.
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Employers have full responsibility for protecting employees from risks associated with cold, through systematic work environment efforts, risk assessments, and smart protective measures. This applies both indoors and outdoors when it is cold.
Employers must include cold in their systematic work environment management. This means continuously monitoring and evaluating the work environment during winter and cold periods.
SAM requires documentation of incidents and accidents related to cold. Employers need to regularly check if the measures against cold are actually working.
Key components in SAM for cold:
Both employers and employees should be involved in decisions regarding work in cold. Safety representatives and work environment committees play an important role here.
Employers must conduct a thorough risk assessment to identify all hazards that cold may pose. The assessment should be tailored to each workplace and task.
The assessment should consider both direct and indirect effects of cold on health and safety. Wind chill, humidity, and exposure time are some factors that must be included in the calculations.
Risk factors to be evaluated:
| Physical Risks | Cognitive Risks | Environmental Risks |
|---|---|---|
| Frostbite | Reduced concentration | Slippery and icy conditions |
| Hypothermia | Slower reactions | Poor visibility |
| Muscle stiffness | Incorrect judgments | Weather impact |
The risk assessment should be updated when conditions change or new tasks arise during winter. Extra attention is needed for sensitive groups and individuals with health conditions that may be affected by cold.
Employers must develop clear action plans based on the risk assessment. Protective measures should follow the order: elimination, substitution, technical solutions, organizational measures, and personal protective equipment.
Technical and organizational measures may include windbreaks, heated rest areas, and adjusted working hours. Sometimes outdoor work may need to be canceled in extreme cold or strong winds.
Personal protective equipment against cold should be provided at no cost if the risk assessment indicates that it is necessary. This includes warm jackets and winter boots suitable for the Nordic weather.
All employees should receive training on the risks of cold work. The training should cover how to recognize symptoms and use protective equipment correctly.
The thermal climate at work consists of four main components that together affect comfort and safety. The factors interact and can have a significant impact on both productivity and health.
Air temperature is the most obvious part of the thermal climate. The Swedish Work Environment Authority states that it should be between 20-24 degrees for sedentary indoor jobs.
At low temperatures, fingers become stiffer and less precise. When it is colder than 18 degrees, the body's heat loss increases.
Workers who work in the cold can suffer from muscle tension and reduced concentration.
Effects of Temperature on Work Performance:
The temperature should be adjusted according to how physically demanding the job is. Heavy work requires cooler air than office jobs.
Walls, floors, and ceilings affect how the temperature is perceived. Cold surfaces draw heat from the body, even if the air feels okay.
The difference between air and surface temperature should ideally not exceed 4 degrees. Cold windows or walls can create drafts that worsen the work environment.
Critical areas to monitor:
The material of the building matters. Concrete and metal conduct heat quickly and feel colder than wood or textiles.
Humidity affects the body's ability to regulate heat. If the humidity is below 30 percent, one can experience dry mucous membranes and become more susceptible to illness.
Air velocity enhances the cooling effect. Even 0.5 meters per second can make the temperature feel several degrees colder.
Recommended values:
Ventilation must be adjusted according to the season and activity. Drafty environments increase the risk of musculoskeletal disorders.
Those working in exposed locations need clothing that can withstand both wind and moisture.
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Employers must ensure that employees are protected from the cold with the right equipment, adjusted working hours, and heated rest areas. This is about preventing both acute and long-term problems.
Those working outdoors should receive clothing that protects against the cold. Often, the collective agreement covers the outer layer, such as warm jackets and winter boots.
Basic protective equipment:
The risk assessment determines if extra protection is needed. In extreme cold, heated garments or additional insulation may be required.
The clothing must fit the tasks while still protecting against the cold.
Employers should ensure that the equipment is intact and functional. If something needs to be replaced, it should be done immediately.
Employees should know how to use the protective equipment correctly.
In very cold weather, it may be necessary to halt work. It is common to adjust working hours to avoid the coldest hours.
Practical adjustments:
Physically demanding work should be limited when it is very cold. Exertion can cause one to become too warm and then quickly cold again.
Employers must consider individual factors such as age and health.
Extra caution applies to individuals with cardiovascular disease, diabetes, or lung diseases.
There should be heated areas where one can warm up. In outdoor workplaces, temporary cabins or similar may be needed.
Requirements for heating areas:
Regular breaks to warm up are important, especially when it is colder than -10°C. The colder it is, the more breaks are needed.
It should be easy to access warmth if one starts to feel cold. Spare clothing and extra equipment should be available for wet or damaged garments.
Managing cold at work requires clear roles and collaboration. Safety representatives and work environment representatives have special authorities to monitor the work environment.
Employees need to know their rights and how to report problems.
Safety representatives have extensive rights under the Work Environment Act regarding cold. They can stop work immediately if they see that it is dangerous to health or safety.
This is especially true in extreme cold or if protective equipment is lacking.
Work environment representatives from the union have similar rights and can demand that employers make improvements. They can inspect the workplace and check that winter clothing and protection are available.
If employers do not do what is required, both safety representatives and work environment representatives can turn to the Swedish Work Environment Authority.
They have the right to receive information about risk assessments regarding cold. The representatives can also participate in planning tasks and demand that working hours or methods change in extremely cold weather.
Employees have the right to refuse to perform jobs that pose an obvious life-threatening risk due to extreme cold. They should also receive appropriate work clothing and protective equipment for cold weather conditions.
It is the employer's responsibility to provide this equipment—without costing the employee anything. Often this is taken for granted, but sometimes it needs to be explicitly reminded.
If you are cold at work and feel that the work environment is inadequate, start by talking to your immediate supervisor or safety representative. If that does not help, you can turn to the regional safety representative or directly to the Swedish Work Environment Authority.
The Swedish Work Environment Authority has a special function where one can report risks in the work environment. It is not always easy to know when to escalate, but sometimes it is necessary.
Reporting order for cold problems:
You have the right to receive information about health risks associated with working in cold. This is especially true if you have conditions such as cardiovascular disease or diabetes.
Employers must maintain an ongoing dialogue with employees about work environment issues related to cold. This involves actually discussing how the cold affects employees—not just ticking off a list.
The conversations should address protective equipment and winter clothing for different tasks. Employers should also inform about the risks of working during the dark hours of winter.
Employee meetings and work environment rounds should specifically address issues of temperature and climate in the workplace. It is not enough to just talk—employers must document the discussions and actually take action based on employees' feedback.
When there are changes in working conditions or new risk assessments, employers should inform and discuss with affected employees and their representatives. This is quite obvious—no one wants to be surprised by new risks.
Systematic work environment management requires that risk assessments and protective measures for cold weather are followed up regularly. This is not just a paper product—the documentation shows that the employer is actually fulfilling their obligations.
Employers should conduct risk assessments for working in cold at least once a year. This involves measuring temperature, checking wind conditions, and calculating how long people are outdoors at each workplace.
The assessments must be updated when working conditions change or new workplaces are started. Safety representatives should be involved in the evaluation process—this is clearly stated in the work environment regulations.
Risk assessments for cold weather apply to all outdoor activities when the temperature drops below +10°C. Below -5°C, extra attention is needed as the risk of cold injuries increases significantly.
Factors to assess regularly:
Protective measures for cold must be systematically followed up to ensure they are effective. Employers should evaluate both technical solutions and personal protective equipment.
Evaluation of technical measures involves checking windbreaks, heating systems, and insulation of work areas. Mobile heating units and shelters should be tested before winter sets in.
Personal protective equipment needs to be checked regularly:
If something is broken or inadequate, the worker should report it immediately. Employers must ensure that defective equipment is replaced quickly and have alternatives on hand.
The regulations from the Swedish Work Environment Authority require written documentation of all risk assessments and measures for working in cold. This must be updated annually and after each incident or accident.
Mandatory documentation includes:
Companies with more than ten employees must document the annual follow-up of work environment management. This is especially true for seasonal work and cold weather.
The documentation must be available to the Swedish Work Environment Authority during inspections. Safety representatives have the right to review all documentation related to work environment management in cold.
Questions about regulations for working in cold often arise—from both employers and employees. The Swedish Work Environment Authority's regulations and Swedish law provide fairly clear guidelines for temperature, protective equipment, and risk assessments in cold work.
According to the Swedish Work Environment Authority's regulations, indoor workplaces must have a thermal climate suitable for the activity. For sedentary jobs, 20–24 degrees is recommended, while more physically demanding work can have a lower limit of 14–15 degrees.
For outdoor work, employers must do their best to protect against weather and wind. However, there is no exact temperature limit for when it is too cold to work outdoors.
During temporary cold periods, one may sometimes accept slightly lower temperatures than recommended. If you work near exits where cold air can enter, there should be protection.
What counts as cold weather depends on the job and the temperature at the location. Extra measures should be considered when the temperature falls below recommended levels for the work you are doing.
For sedentary office jobs, it is cold below 20 degrees. For physical work indoors, the limit is 14–15 degrees. Outdoors, more monitoring is required as the temperature approaches zero or drops below.
Wind and humidity play a role—it is not just the number on the thermometer that matters. Employers must consider the entire thermal climate.
Working in the cold poses risks of frostbite, hypothermia, and reduced finger dexterity. It can also increase the risk of accidents as reactions slow down when one is cold.
Prevent by using the right work clothing, taking breaks to warm up, and not being outdoors for too long at a time. Employers should ensure that warm areas are available for rest.
Training on cold and frostbite is important. Workers need to understand why it is crucial to stay dry and warm.
It is the employer's responsibility to provide work clothing that functions in the cold. The clothing should protect against cold, wind, and moisture—but still be flexible enough for you to work.
Winter clothing should be insulating and suitable for the Nordic climate. Headgear, gloves, and shoes with good grip are especially important.
If the clothing is insufficient, you can demand better. The clothing should be certified according to safety standards for the industry.
Employers have primary responsibility for protecting against injuries and illnesses that may arise at low temperatures. This applies whether the work is indoors or outdoors.
Protection against weather and wind must be arranged for outdoor work. For indoor work, temperatures should be maintained within recommended levels.
Employers should inform about the risks of cold and how to protect oneself. In extreme weather, work may need to be halted or moved to warmer environments—this is not always popular, but sometimes necessary.
Risk assessments for working in cold should be conducted regularly, especially before the winter season. It is important to update the assessment when working conditions change or if new risks arise.
For outdoor work, the weather forecast should be taken into account. The risk assessment should be adjusted according to what is actually happening with the weather.
During periods of very cold weather, daily assessments may be necessary. It sometimes feels like the weather has a life of its own, doesn’t it?
The risk assessment should be documented and include measures for different temperature ranges. Employees must be informed about the results and what measures are planned to reduce risks.
The information on this page is intended as general guidance only and does not replace manufacturer instructions or applicable regulations. Workwise does not guarantee that the content is accurate, complete, or current and is not liable for decisions or actions taken based on this information. Always follow current standards and manufacturer instructions.