When you walk into the office and feel the air is too hot or too cold, it is not just an annoying sensation: it is your body reacting to an unfavourable microclimate. But what is meant by microclimate in the workplace? And why is it so important to talk about it, even though it is often overlooked?
The microclimate is not only about temperature. It is the set of environmental conditions that affect the physical and mental well-being of those who work. An unfavourable microclimate does not just create discomfort: it increases the risk of accidents, lowers concentration and reduces productivity. That is why it is essential to know it, assess it and manage it in the right way.
The meaning of microclimate in work environments
In simple terms, the microclimate is the set of physical parameters that determine a person’s thermal comfort in an enclosed environment. It is not just the cold or heat we perceive, but also humidity, air movement and the radiant temperature of the objects around us.
These variables act together and directly affect our body. If well balanced, they promote well-being. If unbalanced, they generate discomfort, fatigue and, in the most extreme cases, genuine health risks.
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The parameters that make up the microclimate
The microclimate cannot be improvised. Assessing it requires specific instruments and technical skills. The main parameters to consider are:
- air temperature: the most intuitive measure, but not the only one. It concerns how hot or cold the ambient air is.
- relative humidity: affects sweating and the perception of heat or cold.
- air velocity: determines how “refreshed” or bothered we feel by any draughts.
- mean radiant temperature: depends on the objects and surfaces that emit heat (such as a running machine or a wall exposed to the sun).
- metabolic activity and clothing: they are not part of the microclimate itself, but greatly influence its perception.
All these elements must be considered together, because it is their combination that determines the actual level of comfort or risk for workers.
Moderate and severe environments: not all workplaces are the same
Work environments differ greatly from one another. An air-conditioned office and a cold store certainly do not pose the same challenges. The regulations distinguish between moderate environments (such as offices, shops, meeting rooms) and severe environments, which can be hot (furnaces, foundries) or cold (cold rooms, refrigerated warehouses).
In moderate environments, the aim is to ensure thermal comfort: that is, to make sure most people feel at ease, without temperature swings or annoying draughts. In severe ones, by contrast, the risk is more concrete: one can suffer heatstroke, dehydration, hypothermia or cold-related illnesses.
In both cases, neglecting the microclimate can have serious consequences on both the physical and the productive level.
The health risks linked to an unfavourable microclimate
An inadequate temperature does not just cause annoyance: it can become a genuine risk factor. Some examples? An environment that is too hot can cause early fatigue, cramps, dehydration and in extreme cases collapse. One that is too cold, on the other hand, can reduce tactile sensitivity, slow movements, and lead to hypothermia or musculoskeletal disorders.
But it does not end there. An unfavourable microclimate also affects concentration, mood and performance. People become more distracted, make more mistakes, and the quality of work suffers. In addition, the risk of conflicts between colleagues (especially in the summer months) tends to increase, and with it the perceived discomfort.
What the regulations say about the microclimate in workplaces
Although not everyone knows it, the law requires the microclimate in workplaces to be assessed and managed. The main reference is Legislative Decree 81/2008, the Consolidated Safety Act. Article 63, in particular, establishes that workplaces must comply with minimum health and safety requirements, including adequate temperature, ventilation and humidity.
In addition to the decree, there are important technical standards such as UNI EN ISO 7730, which provides criteria for assessing thermal comfort in moderate environments, and UNI EN ISO 7243, useful for severe hot environments.
So yes, it is the employer’s duty to check that the microclimate is adequate and to intervene when it is not.
How a microclimate assessment is carried out
The assessment is not done by eye or based on subjective impressions. It requires a technical study, using dedicated instruments that measure the physical parameters of the environment. This analysis can be carried out by an external consultant or by whoever manages safety within the company.
Usually, the process is as follows:
- inspection of the work environments and analysis of conditions
- measurement of environmental parameters and comparison with reference values
- assessment of the results and identification of any risks
- proposal of corrective or improvement measures
- drafting of a report to be integrated into the Risk Assessment Document (DVR)
In certain contexts, such as food companies, laboratories or refrigerated warehouses, this assessment takes on even greater importance.
Solutions and strategies to improve the microclimate
If the microclimate is not ideal, opening a window is not enough. A more structured approach is needed, combining technical, organisational and behavioural solutions. Some possible interventions include:
- improving ventilation and air-conditioning systems
- installing curtains or insulating panels to limit solar heat
- using floors and materials that are less conductive
- reviewing work shifts in the hottest or coldest months
- providing specific PPE such as thermal or ventilated clothing
- training workers on prevention and perception of microclimate risk
In short, acting on the microclimate means caring for people and, at the same time, improving work efficiency.
Why it pays to take care of the microclimate
Good microclimate management is not just a legal obligation: it is an investment. Companies that monitor these aspects seriously have fewer sick days, a more relaxed internal climate and better performance. Moreover, improving comfort at work has a positive effect on engagement and motivation.
At a time when retaining skilled staff is increasingly difficult, offering healthy, well-managed environments is a distinguishing factor. And you do not need a big budget: even small, well-targeted measures make a difference.
The most common questions about the microclimate in companies
What does unfavourable microclimate mean?
It means that one or more environmental parameters (temperature, humidity, etc.) are not in line with comfort or safety levels, and may cause discomfort or risks.
Who is responsible for the microclimate assessment?
The employer, often supported by the RSPP or a qualified external technician.
Does an office really need a microclimate analysis?
Yes, especially if there are reports of discomfort, temperature swings or equipment that affects the environment.
Are there precise values to be respected?
Yes, technical standards indicate recommended values, differentiated by work activity and type of environment.
Does the microclimate also affect safety, not just comfort?
Definitely yes. An environment that is too hot or too cold can slow reflexes, cause errors and increase the risk of accidents.
It is not just a matter of temperature
When talking about what is meant by microclimate in the workplace, it is easy to reduce everything to temperature. But in reality the microclimate is much more: it is the result of many factors which, if neglected, can compromise health, safety and productivity.
Taking care of the microclimate means putting people at the centre, improving the quality of work and complying with the regulations. In an age when workplace well-being matters more than ever, it is not a detail: it is a strategic choice. And, like every strategic choice, it begins with a good question. In this case, precisely this one: what is meant by microclimate in the workplace?
