New minimum temperature limits in workplaces

Are you a foreign company operating in the Czech Republic, concerned about complying with local labour laws? This guide provides specific answers on the current 2025 workplace temperature regulations, a critical aspect of employee health and safety. As an English-speaking lawyer in Prague from ARROWS, a leading Czech law firm in Prague, EU, I will clarify the recent legislative changes, explain your exact obligations, and outline how to avoid significant financial penalties.

Need advice on this topic? Contact the ARROWS law firm by email office@arws.cz or phone +420 245 007 740. Your question will be answered by Mgr. Jan Pavlík, an expert on the subject.

What are the current workplace temperature rules in the Czech Republic?

For any foreign business operating in the Czech Republic, understanding the specific rules governing the work environment is fundamental. The primary legislation that defines your obligations for workplace temperature and other microclimatic conditions is Government Decree No. 361/2007 Sb. (Nařízení vlády č. 361/2007 Sb.), which establishes the conditions for health protection at work.

It is crucial for international managers and HR departments to be aware of a significant recent development. In response to the 2022 energy crisis, the Czech government enacted a temporary amendment, Regulation No. 303/2022 Sb., which lowered the minimum required workplace temperatures.3 This was a short-term measure designed to conserve energy. As planned, this temporary regulation expired, and the original, stricter minimum temperature limits were fully reinstated as of July 1, 2024.

This reversion creates a significant compliance risk for companies that are not diligently monitoring local legislative changes. A business that established its internal health and safety policies between October 2022 and June 2024 may have based its facility management protocols on the temporarily lowered temperatures (e.g., 18°C for offices). As of today, those policies are outdated and non-compliant, exposing the company to inspections and substantial fines.

How does Czech law classify different types of work?

Unlike some jurisdictions that apply a single temperature standard, Czech law uses a sophisticated system of "Work Classes" (Třída práce) to set temperature limits based on the physical exertion involved in a given job. This means you must first correctly classify your employees' activities to understand your specific obligations.

For most foreign companies in sectors like technology, finance, business services, and retail, two classes are most relevant:

• Class I: This covers sedentary work with minimal physical activity. It includes typical office and administrative roles, computer-based work, laboratory tasks, and the assembly of small, light objects.
• Class IIa: This class applies to work that is primarily sedentary but involves light manual activity. Examples include cashiers, drivers of passenger cars, and work at assembly lines for light parts.

Other classes exist for more physically demanding jobs, such as Class IIb for truck drivers or Class IIIa for certain types of construction work, demonstrating the law's detailed approach to employee welfare. Correctly classifying your workforce is the first step toward compliance. Our lawyers can provide legal consultations to help you classify your employees accurately. For immediate assistance, write to us at office@arws.cz.

The table below summarizes the current, legally mandated temperature ranges for these key work classes, which have been in full effect since July 1, 2024.

Work Class (Třída práce)	Example Activities	Minimum Temperature	Maximum Temperature
Class I	Office work, PC use, administration	20°C	27°C
Class IIa	Light manual work, cashiers, drivers	18°C	26°C

 

What specific temperatures must you maintain in your facilities?

Compliance extends beyond the main work areas to all company facilities. The government decree specifies minimum temperatures for auxiliary spaces, which are often overlooked during internal audits. These areas also saw temporary reductions in 2022-2024 and have now reverted to their original, higher minimums, reinforcing the risk of relying on outdated information.

As of 2025, you are required to maintain the following minimum temperatures:

• Changing rooms: 20°C
• Washrooms: 22°C
• Showers: 25°C
• Toilets: 18°C

Failing to maintain these temperatures, even in non-primary work areas, constitutes a breach of your health and safety obligations and can lead to penalties during an inspection.

FAQ – Legal tips about temperature compliance

• Do these rules apply to our temporary construction site office?
  Yes, the regulations apply to all workplaces, including temporary ones. Ensuring compliance from day one is crucial to avoid penalties. For a review of your site-specific obligations, contact us at office@arws.cz.
• Our manufacturing process requires a cold environment. What are our obligations?
  If a technological process requires temperatures below the legal minimum, specific protective rules apply. These include providing appropriate thermal protective clothing, scheduling mandatory warm-up breaks in a heated room, and supplying hot protective beverages (ochranný nápoj).2 Need help drafting a policy for work in cold environments? Email us at office@arws.cz.
• What are the rules for using air conditioning in the summer?
  A key and often overlooked rule is that the difference between the indoor air-conditioned temperature and the outdoor temperature should not exceed 5-6°C.9 This is a health protection measure to prevent thermal shock. It requires careful management of your building's HVAC system during summer heatwaves to remain compliant. Get tailored legal solutions for your HVAC policies by writing to office@arws.cz.

Beyond the Thermostat: What are your other "Microclimate" obligations?

Czech labour law requires a holistic approach to the workplace environment, moving beyond simple temperature readings to encompass overall "microclimatic conditions." This demonstrates a deeper level of care for employee well-being and involves several key obligations, particularly during periods of extreme weather.

• Protective Beverages (ochranný nápoj): Employers are legally required to provide employees with specific "protective beverages" at the company's expense when they are exposed to excessive heat or cold. For work in environments where the temperature is 4°C or lower, this means providing at least half a litre of a warm beverage per shift. During heatwaves, especially for physically demanding jobs, this can mean providing mineral-infused water to replenish electrolytes lost through sweating.
• Safety Breaks: If the workplace temperature reaches extreme levels, such as 36°C, the law mandates that employers must provide additional, paid safety breaks to allow employees to cool down. These breaks are considered part of the working hours and cannot be deducted from pay or annual leave.
• Protective Equipment: For work in cold conditions, your obligations extend to providing appropriate personal protective equipment. This includes warm work clothing when temperatures fall below 10°C, and insulated gloves and footwear when temperatures are 4°C or lower.

Managing these varied requirements necessitates clear internal rules. ARROWS law firm specializes in the preparation of internal company policies that codify these obligations, ensuring your managers and HR staff have clear guidance to follow, thereby minimizing your legal risk.

Compliance Failures in Office and Administrative Environments

Risks and Penalties	How ARROWS Helps
Fines from the State Labour Inspection Office up to several million CZK for failing to maintain the minimum 20°C.	Legal consultations to prevent inspections – want to ensure your workplace is compliant? Email us at office@arws.cz.
Employee Complaints and Disputes leading to poor morale, high turnover, and potential litigation.	Preparation of internal company policies that clearly outline temperature standards and procedures, ensuring transparency. Do you need a compliant policy prepared? Contact us at office@arws.cz.
Decreased Productivity and Performance as studies show cognitive function is impaired in uncomfortable thermal environments.	Professional training for management on their health and safety obligations, certified by ARROWS. For immediate assistance, write to us at office@arws.cz.
Reputational Damage in the Czech market from being cited for non-compliance with basic employee welfare laws.	Legal opinions on your current setup and risk exposure. Our lawyers are ready to assist you – email us at office@arws.cz.

 

How can you avoid legal risk and financial penalties?

Proactive management is the most effective strategy for avoiding legal complications. Under the Czech Labour Code (Zákoník práce), employers have a fundamental and non-delegable duty to create a safe and healthy work environment for all employees. Adhering to temperature regulations is a key component of this overarching duty.

The best practice for demonstrating compliance and managing risk is to create a formal, written internal regulation (vnitřní předpis). This document should clearly outline your company's policy on maintaining workplace temperatures, the protocol for regular temperature monitoring, the procedures for extreme weather conditions (both hot and cold), and the rules for providing protective beverages and breaks. Having such a document proves to authorities that you take your obligations seriously and provides clear, consistent guidance for your managers. ARROWS excels at drafting legally required documentation that is both fully compliant and practical for your business operations.

Who enforces these rules and what happens during an inspection?

Enforcement of workplace health and safety laws in the Czech Republic is robust and taken seriously. The primary enforcement bodies are the State Labour Inspection Office (Státní úřad inspekce práce) and the regional Public Health Authorities (Krajská hygienická stanice).

Inspectors from these bodies have the authority to conduct unannounced visits to any workplace. During an inspection, they can demand to see records, take their own temperature measurements, and interview employees and managers. If they find a violation, they can impose immediate fines. These are not trivial penalties; fines for non-compliance can run into the millions of Czech crowns, depending on the severity and persistence of the violation. Facing an inspection can be a daunting experience, and having expert legal support is critical. ARROWS provides representation before public authorities to ensure your rights are protected throughout the process.

Risks for Manufacturing, Retail, and Logistics Operations

Risks and Penalties	How ARROWS Helps
Work Stoppages due to employees legally refusing to work in conditions that endanger their health.	Drafting documentation to prevent fines and penalties, including clear procedures for extreme weather. Get tailored legal solutions by writing to office@arws.cz.
Increased Risk of Workplace Accidents and liability for employee health issues like heat stroke or hypothermia.	Legal analysis of your specific operational risks and drafting compliant health and safety protocols. Want to understand your legal options? Email us at office@arws.cz.
Fines for Failing to Provide Protective Measures like warm beverages in cold conditions or adequate breaks in the heat.	Contract review of your supplier and facility management agreements to ensure they support your compliance obligations. Do you need a contract reviewed? Contact us at office@arws.cz.
Litigation and Compensation Claims from employees who suffer health damage due to non-compliant thermal conditions.	Representation in court – need legal representation? Write to us at office@arws.cz.

 

How do Czech regulations compare to other jurisdictions?

For international companies, a major challenge is navigating the different legal philosophies between their home country and the Czech Republic. The Czech system is a prime example of a continental European civil law tradition, which means its regulations are typically highly codified, specific, and leave little room for interpretation. This can be a stark contrast for managers accustomed to common law systems.

• Versus the United Kingdom: The UK's law requires a "reasonable temperature" but sets no legal maximum and only offers guidance for a minimum (16°C for sedentary work). In the Czech Republic, the limits are not guidance; they are binding law.
• Versus France: While France also lacks a single legal maximum, it has strong official recommendations and, as of 2025, new laws requiring formal risk assessments and action plans for heatwaves, bringing it closer to a more structured approach.
• Versus Poland: Poland's system is more similar to the Czech one, with legally defined minimums (18°C for offices) and active legislative work underway to establish maximum limits, reflecting a regional trend toward greater specificity.

The critical takeaway for a foreign executive is this: in the Czech Republic, compliance is not a matter of interpretation or "reasonableness"; it is a matter of objective measurement. An inspector with a calibrated thermometer can establish a violation instantly. This fundamental difference in legal culture is where many foreign companies face unforeseen risks. As an international law firm operating from Prague, European Union, ARROWS specializes in bridging this cultural and legal gap, translating not just the language of the law, but its practical application for your business.

Why choose a law firm with deep local and international expertise?

Navigating the nuances of Czech labour law requires more than just a translation of the rules; it requires a partner who understands the local enforcement climate, the business culture, and the perspective of a foreign investor. Over the past decade, ARROWS has built its ARROWS International network, enabling us to provide seamless cross-border legal services in over 90 countries.

Our deep roots in the Czech market are demonstrated by our trusted relationships with over 150 joint-stock companies and 250 limited liability companies. We are known for our speed, high quality, and innovative, business-focused approach. We don't just provide legal advice; we provide strategic solutions, and we often connect our clients with each other to foster mutual business and investment interests.

What’s the next step to ensure your company is compliant?

Ensuring compliance with Czech workplace temperature regulations is a critical part of your risk management strategy. The rules are specific, the penalties for non-compliance are severe, and the recent reversion to pre-2022 standards has created a compliance trap for the unwary. Proactive steps, such as updating your internal policies and training your managers, are the best way to protect your business and your employees. The team at ARROWS, a law firm based in Prague, European Union, regularly assists international clients with these matters. For a comprehensive review of your company's compliance, do not hesitate to contact our firm – office@arws.cz.

FAQ – Most common legal questions about workplace temperature regulations

• Can an employee refuse to work if they feel it's too hot or cold?
  Yes. Under the Czech Labour Code, employees have the right to refuse work if they have a legitimate reason to believe it poses an immediate and serious threat to their life or health. A workplace that significantly violates the mandated temperature limits could qualify. For guidance on handling such a situation, contact our legal experts at office@arws.cz.
• Do these temperature regulations apply to employees working from home?
  The employer's responsibility for health and safety extends to home offices, though practical enforcement differs. The law generally assumes home workers have access to basic amenities like drinking water. However, employers should include guidelines for a safe home working environment in their policies. Need to update your remote work policy? Our lawyers can help at office@arws.cz.
• We are a startup with a flexible co-working space. Who is responsible for the temperature?
  Responsibility can be complex and depends on your contractual agreement with the co-working space provider. However, as the employer, you retain the ultimate duty of care for your employees' safety and health. It is crucial to have this clarified in your lease or service agreement. For a review of your co-working agreement, write to us at office@arws.cz.
• What is the most common mistake foreign companies make regarding this law?
  The most common mistake is assuming the rules are flexible or mere guidelines, similar to regulations in their home country. The Czech system is highly specific, and non-compliance is determined by objective measurement, not subjective comfort. Another frequent error is using outdated information from the 2022-2024 temporary reduction period. To get the most current legal advice, email us at office@arws.cz.
• Are there any planned changes to these regulations in the near future?
  While Government Decree 361/2007 Sb. is subject to periodic amendments to align with new technical standards and EU directives 28, there are no specific, confirmed changes to the core Czech temperature limits scheduled for the immediate future. ARROWS constantly monitors legislative developments to keep our clients informed. To stay ahead of regulatory changes, contact our team at office@arws.cz.

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