Dealing With Body Odour in the Workplace

Ever entered the office, only to be greeted by a foul and pungent smell?

Almost everyone has experienced this at least once in their career. Sometimes, colleagues don’t shower after an extended exercise routine, or they just don’t shower often, which changes their daily physical accumulation into a roaming smelly fog. Then there are those who don’t wear or socks or forget to brush their teeth.

How can you handle this situation in the best way possible? If you’re in HR, people are likely to approach you about addressing this issue. Here are 6 tips to handle body odour issues in the workplace:

1. Ensure the company’s handbook specifically addresses personal hygiene

Setting the standards for the office will help guide workers to understand the importance of personal hygiene. Other details of the policy should include:

The use of antiperspirant or deodorant
Handwashing
Avoiding wearing strong fragrances that can bother others

Not only should these standards be outlined in the company’s employee handbook, but it should also be addressed during onboarding. Sending out occasional reminders of the dress code and hygiene policy is a good way to help employees self-correct.

2. Don’t ignore the situation

There are too many employees who are simply too afraid to speak to smelly colleague. Body odour issue is an actual concern, and will hinder the organisation’s productivity and engagement.

Some team members might not want to work with colleagues with body odour, which affects team effectiveness. When employees work directly with clients, good hygiene should be emphasised.

3. Investigate the accuracy of the situation

Body odour is a complex issue, and ranges in intensity. Therefore, it is important to be impartial and use good judgement. If someone comes to you with concerns about a colleague, try to determine whether the odour is truly disruptive to the work environment.

Is it likely other employees or just the person who reported it? Ensure someone isn’t just being judgemental to a colleague, and determine if the situation violates the policy in the employee handbook. This evaluation will protect you from a potential workplace fairness lawsuit.

During your investigation, make sure you are sensitive to factors that may affect personal grooming practices, such as medical conditions, religious beliefs, and mental health. If you think poor hygiene is just a small part of a larger problem, focus on getting the employee the help they need.

4. Recognise that you may be doing a huge favour by talking to them about their body odour

It can be awkward to address this issue, but people with bad B.O. are usually unaware of how it is perceived by others. By having a respectful conversation, the person could be saved from further embarrassment.

5. Approach the person with dignity and respect

Try to be very emphatic, and have a private conversation with them. Try using the tactic of presuming the person is using hygiene products such as saying “Hey, I wanted you to know something before others on our team noticed. I don’t think that particular brand of deodorant is working for you. You should try this one.”

You can also open the conversation by saying “A few years ago, one of my colleagues pulled me aside and let me know that I sometimes had bad body odour. I realised that the deodorant I was using wasn’t working for me. I found the brand that worked best for me and I no longer have the problem. I wanted to have the same conversation with you…”

6. Fill your work area with things that smell good or ward off bad odour

Sometimes, the best offense is a great defense. As long as the organisation’s policies allow it, consider using any or all of these:

Scented candles
Flowers
Plants
Salt lamps to purify the air
Air fresheners
Aromatherapy scent
Fans to improve air circulation

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This article is adapted from Kevin Sheridan’s How To Address Body Odor In The Workplace