By Mariah Collins, SHRM-CP on Aug 16, 2023
6 min read 0 comment(s)
We’ve all been there, most of us on both ends. There’s a pungent smell, a missed patch of stubble or a hole in some clothing. Personal hygiene in the workplace can be an awkward situation to deal with even among the best of friends, so when hygiene issues come up at work, it can be a manager’s worst nightmare. Even though the situation is awkward, workplace hygiene is important to address for the health and safety of everyone involved. Employees with customer-facing roles need to leave a good impression consistent with company values. When customers aren’t involved, poor hygiene and body odor can still be a distraction to fellow coworkers, hindering productivity. In the worst cases, poor hygiene practices, such as those causing strong odors, can conflict with ADA protections of employees with asthma, COPD or allergies. But the situation doesn’t have to be dramatic. If you follow the advice below, you'll know how to tell an employee they smell and address other hygiene in the workplace issues. RELATED: What Kansas City Business Owners Need to Know About the CROWN Act >>
Don’t Ignore Complaints About An Employee's Poor Personal Hygiene
Upon receiving a complaint about an employee’s poor personal hygiene, take the matter seriously. Don’t dismiss a complaint without investigating it first.
That can lead to legal consequences, as happened to a North Carolina company. In that case, an employee alleged that, by ignoring her repeated requests to telecommute as a means of avoiding offensive workplace odors, the employer violated the Americans with Disabilities Act.
The EEOC claimed the employee asked her supervisor on three occasions if she could work from home to minimize exposure to fragrances and other workplace smells that intensified her asthma and COPD. The employee’s job as a case manager for patients requiring home services could have been performed from home.
The EEOC held that the company’s ADA violation occurred when it rejected the request to telecommute without assessing the potential accommodation in light of the employee’s health and job duties.
This situation provides two warnings:
- First, if an employee says he or she is allergic or sensitive to certain workplace smells, take the claim seriously. Underlying respiratory conditions like asthma, COPD or allergies can heighten sensitivity to certain odors, and these conditions may constitute a disability under the ADA.
- Second, after an employee requests an accommodation, never ignore it. Often, the requested accommodation – or some other reasonable accommodation that is agreeable to both the employer and employee – can be met without creating undue hardship on the employer.
Ignoring the request and refusing to even engage in the “interactive process” the EEOC requires creates the risk that the employee could file a claim.
Instead, investigate the situation with your own eyes and nose. Follow up with anyone who has made a complaint and get more information from other employees who know about the situation.
Then, sit down with the employee to talk about his or her concerns. Be compassionate and hear the employee’s side of the story. It could be that there is a simple resolution to the issue.
How to Tell an Employee They Smell
When the situation involves an employee who exhibits poor hygiene habits, it’s time to have a thoughtful but tough conversation. Few people want to intentionally smell bad, so, as difficult as it is to initiate the discussion, those who know how to tell an employee they smell discover that typically the individual is more than willing to make a change.
How to Talk to an Employee About Body Odor
Addressing an employee's body odor is a delicate task that requires tact, empathy and clear communication. As a business owner, it's important to ensure that the conversation prioritizes the employee's dignity while emphasizing the importance of maintaining a pleasant work environment for everyone.
1. Ensure you're in private
Before approaching the employee to talk to them about their body odor, ensure that you and the employee are in a private setting to avoid embarrassing the individual.
2. Frame the conversation as supportive and direct, but not accusatory
The conversation should be framed as a supportive and constructive feedback session, rather than an accusatory one. It's crucial to be specific without being offensive.
For instance, instead of saying "You smell bad," it's more constructive to say, "I've noticed a consistent scent recently, and I wanted to discuss it to ensure we maintain a comfortable environment for everyone." By being direct yet sensitive, you respect the employee's feelings while addressing the issue of the employee's body odor.
3. Be open-minded
It's essential to be open-minded during the discussion, as there might be underlying medical, personal or mental health issues contributing to the problem. Cultural differences can also come into play.
If the employee's body odor problem persists, remind them of your conversation. When several reminders are given and the employee still does not address the issue, it might be time to consider termination. Consult your HR personnel, legal counsel or Axcet HR Solutions to avoid any unforeseen pitfalls moving forward.
Take Proactive Steps to Address Hygiene in the Workplace
Of course, the best situation would be to never have to worry about workplace hygiene issues or how to tell an employee they smell. While this might not always be possible, taking proactive steps with your implementation of dress code and grooming policies will help ensure you get as close to that ideal work environment as possible.
We’ve included a handful of useful tips below.
Include Hygiene in the Workplace Education in the Onboarding Process
Even if a prospective employee shows up to an interview clean and well-dressed, take time to spell out expectations about dress code and hygiene in the workplace. Do not assume prospective employees already know how they should conduct themselves.
Point out the location in the employee handbook where new employees can go to review the company’s hygiene and dress code expectations.
Avoid Discrimination
Stay as gender-neutral as possible to avoid policing one gender more than another. Allow for dress code exceptions in religious cases. Be consistent about how you enforce policies across racial or ethnic groups.
Be Open
If you require customer-facing employees to shave daily because much of your customer base is conservative, say so. Explain that excessive cologne or perfume use might aggravate asthma or allergies or simply be a distraction. Employees will be more likely to follow policies if they understand the logic behind the rules.
Focus on Problem Areas
Make sure locations like break rooms that see lots of food use are frequently cleaned. The same goes for bathrooms. If any of your employees smoke, make sure they know where smoking is and isn’t acceptable. It’s a good idea to identify a discrete location where smoking employees can go to avoid having their smoke agitate others.
Routinely Review
Update policies as trends change. Certain grooming practices, such as shaving, are becoming less widespread than they once were, so consider removing these practices from your list of expectations if you don’t want to put off prospective employees. No one can fully predict where fashion trends will go in the future, either, so make sure to routinely review policies to make sure they align with contemporary values.
RELATED: Employees Who Smoke Cost Employers Big >>
Axcet is Here to Help
Axcet HR Solutions is your trusted HR outsourcing company, led by a team of experienced HR experts. We recognize that difficult conversations can emerge, and we are here to assist you in navigating them smoothly.
Whether you require guidance for everyday HR consulting, like how to tell an employee they smell, or need support in handling complex discussions, our dedicated team is ready to provide valuable assistance. Rely on us as your reliable partner for comprehensive HR solutions tailored to your specific needs.
