Overheated brain: why thermal comfort is key to a neuro-inclusive workplace

The weather in June 2026 has confronted us with a new reality: two consecutive heatwaves in short succession. While fans worked overtime and ice creams were distributed, one crucial factor often remained unaddressed. Heat does far more than just make us sweat; it has a direct, profound impact on our brain and our mental resilience.

For managers and employers, this represents both a blind spot and a tremendous opportunity. When discussing an inclusive workplace, we frequently focus on ergonomic chairs, communication styles, or flexible hours. But what about the temperature? Thermal comfort is not a luxury; it is a fundamental component of a neuro-inclusive work environment.

Our brain: the most heat-sensitive organ

“Heat makes us measurably dumber, more irritable, and more aggressive,” states behavioral psychologist Mathias Celis (UGent). Our brain generates about 20 percent of our body heat and is extremely sensitive to temperature fluctuations.

When ambient temperatures rise, the body has to work intensely to cool down. Our sweat glands run at full capacity and our heart beats faster. According to neurologist Guy Nagels (UZ Brussel), we operate 2 to 3 percent less efficiently for every degree the temperature rises above 20 degrees Celsius.

The prefrontal cortex powers down

Around 26 degrees Celsius, our ability to concentrate plummets. The energy that the brain normally uses for cognitive functioning is redirected to survival mechanisms (cooling down). The prefrontal cortex — the part of our brain responsible for logical thinking, decision-making, information processing, and emotional regulation — is particularly affected.

The resulting impact on the workplace includes:

• An increase in errors and slower processes.
• A shorter fuse, quicker irritation, and reduced tolerance.
• Poorer sleep quality due to warm nights, meaning employees start their workday at a disadvantage (lack of energy).

Why heat hits neurodivergent employees extra hard

From a neuro-inclusive perspective, we know that the physical work environment can present invisible barriers. Neurodivergence is a broad umbrella: it refers to a brain, mental state, or nervous system that processes, filters, or regulates information fundamentally differently from societal social norms or expectations. This includes ADHD, autism, bipolar disorder, HSP, high sensitivity, Tourette syndrome, complex PTSD (trauma), and Acquired Brain Injury (ABI).

Research by design firm HOK shows that temperature is the most disruptive sensory factors in the workplace. Neurodivergent employees already expend significantly more energy daily just to filter incoming stimuli. When a heatwave occurs on top of this, their energy reserves drain exponentially faster, resulting in acute sensory overload and cognitive overload.

Furthermore, there is a medical component that almost every employer overlooks: the effect of medication on an employee’s biological thermostat. Many neurodivergent employees take medication to function better in a neurotypical or neuronormative environment. These medications are not a ‘choice’ for them; they are a necessity within neuronormative settings. Yet, on hot days, they introduce an invisible physiological risk. The drugs interact directly with the neurotransmitters that regulate our body temperature, sweat production, and perception of thirst.

The impact of common medications during heatwaves:

• Stimulants (e.g., for ADHD and ADD): Amphetamines increase the availability of dopamine and noradrenaline to support the prefrontal cortex. The brain of someone with ADHD faces a shortage of these neurotransmitters, leading to challenges with executive functions, concentration difficulties, and a constant influx of unfiltered stimuli. Stimulants bridge this gap, providing the brain with the ‘fuel’ needed to activate sensory filters, which creates focus and inner calm. However, these medications also raise basal body temperature and accelerate metabolism. Consequently, during heatwaves, employees face a directly elevated risk of overheating and dehydration, especially during physical exertion.
• Antidepressants / SSRIs and TCAs (e.g., for depression, anxiety, autism, burn-out, and Acquired Brain Injury (ABI)): SSRIs regulate serotonin levels and are widely prescribed—for instance, in cases of ABI to support the brain’s filtering capabilities. Chronic sensory overload, constant ‘masking’ (adapting to a neurotypical world), or overthinking frequently lead to anxiety, meltdowns, shutdowns, depression, or burn-out in neurodivergent individuals. For ABI, SSRIs artificially assist the brain’s impaired filtering functions, stabilising mood and dampening intense sensory inputs like light and sound. However, these medications can disrupt the hypothalamus (the brain’s thermostat). Tricyclic antidepressants (TCAs) additionally block acetylcholine, a substance essential for sweating. As a result, the body cannot dissipate heat through perspiration, leading to acute heat intolerance.
• Antipsychotics / mood stabilizers (e.g., for bipolar disorder, autism, tic disorders, and schizophrenia): In bipolar disorder, these agents prevent the brain from escalating into a dangerous, sleepless manic phase driven by excessive dopamine, thereby keeping the mood stable. In autism, low doses are used to prevent extreme agitation, meltdowns, or shutdowns. For Tourette syndrome, they suppress overactive signals in the motor centers, drastically reducing the frequency of involuntary tics. Whether used in low doses or as a core treatment, antipsychotics block dopamine receptors. This impairs the brain’s ability to perceive temperature changes. Employees simply do not feel that they are overheating or that they need to drink because the thirst signal is entir²²ely suppressed.
• Beta-blockers (e.g., for performance anxiety, panic disorders, and C-PTSD): Due to a more sensitive nervous system, individuals with complex trauma (C-PTSD) or severe anxiety disorders often live in a chronic, physical ‘fight-or-flight’ state. Their bodies constantly pump adrenaline, causing a racing heart, tremors, and hyperventilation. Beta-blockers do not resolve the underlying trauma but block the physical effects of adrenaline, keeping the body calm so the employee can work without falling into a spiral of panic. However, by lowering the heart rate and cardiac output, these medications also restrict blood flow to the skin. This makes it much harder for the body to release heat into the environment.

Be aware of the double empathy problem: what feels like a ‘warm, lazy summer day’ to one employee can mean an acute physiological crisis for a neurodivergent colleague due to sensory sensitivities or medication side effects. A heat protocol is therefore not a luxury, but a baseline requirement for medical and neuro-inclusive safety in the workplace.

The double empathy problem refers to a mutual lack of understanding and empathy between individuals—in this case, a neurodivergent and a neurotypical person. Because both think, communicate, experience, and interact with the world differently, mutual miscommunications and tensions can easily arise.

Action plan: how to address this in every work environment

How do you handle this as a modern, neuro-inclusive employer? The keywords are customization and autonomy. Ensure employees can take control of their own comfort.

In the office environment

• Create thermal zones: design the office to feature different microclimates. Provide cooler rooms for those who overheat quickly, alongside slightly warmer zones.
• Offer flexibility in location and time: allow employees to move to the coolest areas of the building, or grant them the freedom to start earlier (tropical schedule) or work from home if air conditioning is available there.
• Individual tools: provide silent fans, cooling mats, or desktop airco units for individual desks.

In extreme work environments (Outdoors, Production, Cold Storage)

• High-heat production sites: implement mandatory, more frequent cooling breaks in dedicated, air-conditioned ‘recovery rooms’. Provide active cooling via cooling vests and ensure easy access to electrolyte drinks (not just water) to maintain proper hydration.
• Outdoor workers: adapt dress codes to require breathable, UV-protective clothing. Shift heavy tasks to the early morning and train supervisors to recognize the initial signs of heat exhaustion, such as confusion, irritability, or a cessation of sweating.
• Cold storage (large temperature transitions): moving from extreme outdoor heat into a cold storage unit places immense stress on the autonomic nervous system. Provide proper transition zones (airlocks) where the body can acclimatize, and invest in high-quality thermal clothing that effectively wicks away sweat so workers do not become damp and subsequently hypothermic.

How to start today

A neuro-inclusive work environment is not built from behind a desk; it is created together.

1. Simply ask: send out an anonymous questionnaire. Ask specific questions like: “How well does the temperature at your current workstation support you to perform optimally?” or “What barriers do you experience during hot days?” Anonymous feedback removes the stigma and anxiety surrounding discussions about medication or diagnoses.
2. Involve Employee Resource Groups (ERG) or neurodivergent employees: If you have internal diversity networks or employees who openly identify as neurodivergent, involve them directly in drafting the heat protocol.
3. Engage team managers: Give managers the mandate to handle targets and schedules flexibly during heatwaves. Encourage them to initiate the conversation: “It’s hot today; how is everyone doing in terms of energy?”

Heatwaves are no longer isolated incidents; they are a structural component of our summers. By investing in thermal comfort and sensory flexibility now, you do not only protect your company’s productivity, but you also demonstrate true leadership: creating a work environment where every brain can function optimally under any temperature.

Sources

• Door deze vijf medicijnen kun je nog slechter tegen de hitte, EOS, July 2025
• Hitte maakt ons prikkelbaar en dommer, zegt gedragspsycholoog: Brein meest hittegevoelige orgaan, vrt nws, June 2026
• Waarom normaal niet werkt, Daphné De Troch en Dietrich Moerman, 2025, Owl Press.