Editor's note: This article is the second in a series by HR Dive on the impact of climate change on worker health.The first articlefocused on how analysts assess the cost impact of extreme weather events intensified by climate change on employer-sponsored health plans.

The heat wave that swept across large parts of the eastern, midwestern, and southern United States last month provided a real-time demonstration of the dangers extreme climate events pose to workers.

According toCBS News reports, at least two workers died from heat in June, including an outdoor worker in Atlanta and a mail carrier in Dallas. Between 2011 and 2022, an average of 40 workers died annually in the U.S. from exposure to heat on the job, and according to the Occupational Safety and Health Administration (OSHA), heat remains the leading cause of death among all hazardous weather conditions.

Additionally, a recent landmark report by the Intergovernmental Panel on Climate Change (IPCC) states that changes in the global climate are expected toincrease the frequency and intensity of certain extreme weather events, such as heat waves。

Despite this scientific consensus, Kristina Dahl, vice president of science at the nonprofit Climate Central, said employers may still struggle to understand the connection between climate change and extreme weather events, partly due to the natural day-to-day variability of weather conditions. "An employer who has run a farm for 20 years might say, 'It is indeed hot today, but summers have always had hot days,' and to some extent, that's true," Dahl said. "But these hot days are becoming more frequent and more severe. It's not always clear what can be attributed to climate change and what is naturally occurring." She added that even so, many organizations are taking preventive measures to protect workers from heat and other environmental factors. In a series of interviews, experts in workplace health, employment law, and climate science told HR Dive how employers can develop such plans.

Construction worker wets concrete during 2025 heat wave
On June 23, 2025, in Chicago, Illinois, as temperatures climbed into the 90s Fahrenheit, a construction worker poured water on concrete to slow its setting time so it could be finished. Last month's heat wave in the U.S. demonstrated the dangers of climate extremes for workers.
Scott Olson via Getty Images

Heat protection goes beyond staying cool

When it comes to protecting against environmental heat, employers need to consider a range of items. Jessica Martinez, executive director of the National Council for Occupational Safety and Health, a worker advocacy group, said in an email that employers should at minimum ensure:

  • Provision of clean, drinkable water
  • Provision of rest areas and shaded or cooled spaces
  • Paid rest breaks during high heat and flexibility
  • Clear protocols for recognizing symptoms of heat illness and heat stress, and encouraging employees to report symptoms
  • Adjusting work schedules during extreme heat, especially for new or returning employees
  • Safety training provided in the languages spoken by workers

Afew statesin the U.S. have passed heat safety standards, but the worker groups they cover vary; OSHA regulators are still considering thefederal heat standardoriginally proposed by the Biden administration. Dahl noted that regardless of legal obligations, employers have the opportunity to implement protective measures. For example, Dahl mentioned that in states without heat standards, some construction companies avoid roofing work during the hottest months of summer, while others adjust work hours so employees do not have to work during the hottest part of the day.

"The evidence shows that most heat illnesses or deaths can be prevented with adequate water, shade, and rest," Dahl said, citing a2021 reportshe co-authored during her time at the Union of Concerned Scientists. That report found that measures such as shifting work hours to cooler times and changing moderate physical labor to light physical labor "significantly improved lost work time and wages for outdoor workers."

Kaiser Chowdhry, a partner at Morgan Lewis law firm, said that regardless of the methods employers use to prevent and address heat illness, they should have a written plan—consistent withguidanceissued by agencies like OSHA—and ensure employees are trained on and understand the plan. He added that because the needs of different workplaces vary, it is difficult to create a one-size-fits-all approach. But ultimately, "as an employer, your obligation is to protect employees." He noted that employers may consider going beyond some best practices and recommendations, such as in the frequency of employee rest breaks, to ensure employees are as fully protected as possible.

Steel worker cuts through billet as sparks fly in mill
On October 4, 2002, in Rancho Cucamonga, California, a worker cuts through a billet at the TAMCO Steel mini-mill. Kristina Dahl, vice president of science at Climate Central, said the United Steelworkers' advocacy for heat and air quality protections is an example of worker involvement in safety processes.
David McNew via Getty Images

Employee perspectives are crucial

Martinez said employers should let workers take a leading role in health and safety planning, "because workers know the job best and know what works." She added that heat-related illnesses should be seen as "systemic failures that require collective, preventive action," not isolated incidents. To that end, Martinez suggested employers provide spaces where people can raise concerns and propose policy changes, such as worker-led safety committees. She noted that HR teams should normalize and reward reporting of heat-related hazards and illness symptoms. "A workplace that discourages reporting is one where suffering is hidden, and that is not sustainable for anyone," Martinez said.

Dahl similarly recommended directly involving worker groups in the planning process. She cited thecase of the United Steelworkers, which advocated for protective clauses in contracts, including heat shields, insulation of hot surfaces, and installation of ventilation systems to protect workers from heat and airborne hazards.

Haze from wildfires turns the New York City skyline yellow.
On June 7, 2023, in Weehawken, New Jersey, a person pushing a stroller walks through a park as the New York City skyline is shrouded in haze and smoke from Canadian wildfires. Sources told HR Dive that air quality monitoring is one preventive measure employers can take in response to events like wildfires.
Eduardo Munoz Alvarez via Getty Images

Climate plans should cover multiple risks

According to the IPCC report, in addition to heat, climate change is expected to increase the frequency of other extreme weather events, such as wildfires, hurricanes, and floods. Ellen Kelsay, president and CEO of the Business Group on Health, said in an email that employers can educate employees about climate-related issues and provide guidance on self-protection and health maintenance for each scenario. "In some regions more vulnerable to climate change, some employers already provide protective kits containing items like air filtration systems, masks, and water filters," she continued. "Other approaches include employers forming support groups, offering mental health services for those in need, and providing support for displaced individuals."

Following the 2024 Atlantic hurricane season, sources who previously spoke with HR Dive recommended having plans to quickly contact potentially affected employees and ensure theyare prepared for evacuationor can receive emergency support if needed.

"The solution is not more corporate wellness programs, but truly enforceable protective measures."

Jessica Martinez

Executive Director, National Council for Occupational Safety and Health

Similarly, following thewildfire events in the U.S. and Canada in 2023, the National Council for Occupational Safety and Health recommended that employees and employers regularly monitor the U.S. Environmental Protection Agency's air quality index reports. The organization also advised businesses to take preventive measures when air quality-related health risks are elevated, such as rescheduling planned work (especially strenuous outdoor work) and installing ventilation systems and air filters to remove smoke particles.

Kelsay said organizations can also make broader commitments to corporate social responsibility and environmental sustainability, such as reducing carbon footprints, transitioning to renewable energy, and creating green spaces and shaded areas for outdoor workers.

Tracy Watts, senior partner and national leader for U.S. health policy at consulting firm Mercer, noted that an emerging issue is that HR leaders may not understand the need to be part of discussions on safety, risk management, and sustainability. "That's the first step," Watts said—"being part of the conversation and the team so that your organization can think very comprehensively about these weather hazards."

She continued that employers can develop broad climate risk plans by first assessing which hazards their workforce is most likely to encounter. The plan should then cover every phase of the process, including before, during, and after a hazard, as well as the communication processes and emergency resources available at each stage.

Martinez said HR departments must also understand that while mitigating climate risks may affect corporate profits, employee safety must take precedence over such considerations. She added that HR teams play a central role in ensuring protective measures are enforced, while also advocating for paid leave and other solutions that can provide necessary assistance. "The problem is not just the heat, but a structure that prioritizes profit at all costs," Martinez said. "When production targets are valued more than human lives, workers are pushed to continue working under dangerous conditions. The solution is not more corporate wellness programs, but truly enforceable protective measures."