Sample Question - Body Odor

QUESTION

How do we deal with an employee that has an offensive body order? She has already been spoken to.  And, the staff feels it is making them ill.

ANSWER

The offending employee may not even be aware of the extent of the odor or may have a health problem that’s the culprit.    Another possibility is the employee may have been raised in a culture that doesn’t bathe daily or use deodorant.  Whatever the cause, the unacceptable result must be addressed quickly and with sensitivity or coworkers will ultimately be forced to leave the company or transfer to another department.

The immediate supervisor would be the most suitable person to talk with the offending employee because that is the person who’s in contact with staff on a regular basis.  However, if the supervisor does not feel he or she can adequately handle the discussion, a representative from Human Resources should meet with the employee.  An opener for the discussion could be this statement and follow up question:  “I’ve noticed that on most days you have a strong body odor, and your coworkers have also complained about this problem.  Do you have a health condition that results in heavy sweating or body odor?”  This gives the employee an opportunity to share any health conditions that are being treated, which may or may not be covered under the Americans with Disabilities Act.  Typical health problems that could result in strong body odor are diabetes, urinary tract infections, or gastrointestinal abnormalities.

If the employee simply does not bathe frequently, he or she may simply be unaware that this lack of hygiene is causing offensive body odor.  If this is the case, the person coaching the employee can advise daily bathing and use of deodorant.  The reason provided should not be an indictment of the employee’s cultural heritage or background.  The focus should be on the health and well being of all employees, which is being placed in jeopardy.  If the company has a policy on professional appearance and cleanliness, the policy should be referenced so that the employee understands fully that he or she is not being singled out for any reason other than offensive body odor.