Trade unions across Europe are calling for stronger EU legislation to protect workers from extreme heat, warning that rising temperatures linked to climate change are creating growing risks in workplaces across the continent

The appeal comes ahead of International Workers Memorial Day, when the labour movement honours people who have lost their lives at work.

The message will be delivered to representatives of the European Commission during a conference in Brussels organised by the European Trade Union Confederation (ETUC) and the European Trade Union Institute (ETUI). Worker representatives are expected to present evidence supporting the need for binding rules requiring employers to work with unions on practical protections such as drinking water, access to shade and rest breaks during high temperatures.

According to figures cited by the unions, heat-related workplace fatalities in the EU have risen by 42% since 2000, the fastest increase of any world region. The number of people exposed to heatwaves while working has also increased by 60% over the last two decades. Nearly 47% of workers say they have felt too hot at work, while only 15% say action has been taken to protect them.

The unions also note that when temperatures rise above 30°C, the risk of workplace accidents increases by 5% to 7%. When temperatures exceed 38°C, accidents become 10% to 15% more likely.

In 2023, the European Commission issued guidance outlining employers’ responsibilities toward workers exposed to high temperatures. However, trade union research says many employers have shown reluctance to introduce preventive measures or include heat-specific protections in collective bargaining agreements.

The ETUC said this contributed to a number of preventable deaths during the previous summer, including an agricultural worker in Spain who died after harvesting fruit in temperatures above 40°C, two construction workers who collapsed from heat stroke, and a 50-year-old employee in France whose body temperature rose to 42.9°C while working in a distribution centre.

As a result, the ETUC is urging the EU to include legislation on maximum working temperatures in the forthcoming Quality Jobs Act.

Esther Lynch, General Secretary of the ETUC, said, "Deaths from heat at work are not accidents - they are predictable and preventable, yet too many employers are still failing to take the risk seriously. For many years now, our affiliates have been reporting tragic cases of workers dying as a result of exposure to extreme heat. These deaths are occurring across a wide range of sectors, including street cleaning, forestry, agriculture, construction, and even in indoor environments such as industry. Their loss underlines the urgent need to act."

“While the European Commission has taken steps in recent years, including issuing guidance, the reality on the ground is clear: guidance alone is not enough. As our members systematically report us, every summer, workers continue to fall ill, suffer accidents, and in the worst cases, lose their lives. This situation calls for urgent legislative action.”

Giulio Romani, ETUC Confederal Secretary, added, "Occupational heat is no longer an emerging issue - it is already a daily reality for millions of workers across Europe. As we have heard, this is not only about discomfort; it is about health, safety, and, increasingly, loss of life. There is, importantly, a window of opportunity. The ongoing work on the Quality Jobs Act provides a political space to integrate stronger protections for workers facing extreme weather conditions. This could be a key avenue to ensure that climate resilience becomes an integral part of quality employment in Europe."

A significant new regulation aimed at strengthening occupational health and safety across the Kingdom came into full effect last week, requiring employers to implement mandatory fitness examinations for workers.

From 22 April 2026, the Regulation for Occupational Fitness Examinations and Non-Communicable Diseases Examinations has become enforceable, marking a key milestone in Saudi Arabia’s efforts to create healthier and safer workplaces.

The move forms part of the country’s broader Vision 2030 ambitions to modernise labour practices, reduce occupational risks, and promote long-term workforce wellbeing.

The regulation, issued by the National Council for Occupational Safety and Health under the Ministry of Human Resources and Social Development (MHRSD), applies to all employees in government entities, private sector establishments, and non-profit organisations.

It covers permanent staff, temporary or seasonal workers, trainees, people with disabilities, and those on remote contracts.

Under the new rules, employers must arrange and ensure the completion of comprehensive occupational fitness examinations conducted by accredited specialists in occupational medicine recognised by the Saudi Commission for Health Specialties.

These assessments evaluate physical, mental, and psychological fitness to ensure employees can safely perform their roles.

Examinations are mandatory in several situations: before starting employment (pre-placement), when changing roles or positions that involve different health and safety risks, following an occupational injury or illness, upon return from extended medical leave, and for periodic monitoring in high-risk professions.

The checks also support the early detection and management of non-communicable diseases such as diabetes, cardiovascular conditions, and other chronic health issues that could affect workplace performance or safety.

The regulation was published in the Official Gazette (Umm Al-Qura) and followed a 180-day implementation period after its formal adoption via Ministerial Decision 33232.

This grace period allowed employers time to update policies, engage qualified medical providers, and align data protection and human resources processes with the new requirements.

Health and safety experts have welcomed the development.

The examinations go beyond traditional pre-employment medical checks by incorporating a holistic approach that includes mental and psychological wellbeing – areas increasingly recognised as critical to preventing workplace incidents and supporting productivity.

Typical components of the fitness assessment may include clinical examinations, laboratory tests (such as blood analysis and urine screening), and, where clinically indicated, electrocardiograms (for those over 40), chest X-rays, audiometry, or tests for aerobic capacity and musculoskeletal function.

For certain high-risk roles – for example in construction, firefighting, or industrial settings – additional specialised evaluations are required.

By focusing on non-communicable diseases and overall fitness, the regulation aims to reduce occupational illnesses and injuries, lower absenteeism, and contribute to a more resilient labour market.

It aligns with international standards from the International Labour Organization (ILO) and the World Health Organization (WHO), while reflecting local priorities under Saudi Arabia’s national occupational safety framework.

Employers are now advised to review their existing health and safety policies, identify workers who may require examinations, and ensure compliance to avoid potential penalties.

Failure to meet the requirements could result in regulatory action, although the emphasis in the initial period is expected to be on guidance and support rather than immediate enforcement.

The U.S. Department of Labor has ordered a New Mexico-based inspection company to reinstate and compensate a terminated worker who reported safety concerns during installation of a natural gas pipeline in Watonga, Oklahoma

The department's Occupational Safety and Health Administration (OSHA) investigated a whistleblower complaint filed against Legacy Energy and Distribution LLC that alleged a construction crew was installing a pipeline without following federal regulations. The complainant used “stop work authority” to halt the installation and contacted an independent, third-party testing company to verify observed concerns, which Legacy later confirmed as valid. Legacy subsequently fired the inspector, alleging failure to follow the established chain of command and complete the probationary period.

OSHA determined that Legacy wrongfully terminated the inspector for engaging in protected activities under the Pipeline Safety Improvement Act, which protects employees from retaliation for reporting violations of federal laws related to pipeline safety and security. OSHA ordered Legacy to reinstate the employee and pay back wages, interest, and compensatory damages, totalling more than US$35,000.

OSHA's Whistleblower Protection Program enforces protections for employees who suffer retaliation for engaging in protected activities under more than 20 federal laws.

All federal agencies are required to establish procedures to ensure that no employee suffers retaliation for reporting unsafe or unhealthy working conditions, or for otherwise engaging in safety or health activities.

Federal employees who believe that they have suffered retaliation for disclosing a violation of a law, rule, or regulation, gross mismanagement, a gross waste of funds, an abuse of authority, and/or a substantial and specific danger to public health or safety, may file a complaint with the Office of Special Counsel (OSC).