--- title: "Hygiene at Work: How to Talk to an Employee About Body Odor" description: It's a situation most employers will face at some time or another - an employee with a hygiene issue. Find out how to tell an employee they smell. image: https://blog.axcethr.com/hubfs/oct%2024%20blog%20image.png --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - 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[Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) # Hygiene at Work: How to Talk to an Employee About Body Odor By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Oct 25, 2019](https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor) 4 min read [0 comment(s)](https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor](whatsapp://send?text=https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor) - [mailto:?subject=Hygiene%20at%20Work:%20How%20to%20Talk%20to%20an%20Employee%20About%20Body%20Odor&body=https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor](mailto:?subject=Hygiene%20at%20Work:%20How%20to%20Talk%20to%20an%20Employee%20About%20Body%20Odor&body=https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor) ![oct 24 blog image](https://blog.axcethr.com/hs-fs/hubfs/oct%2024%20blog%20image.png?quality=low&width=1000&name=oct%2024%20blog%20image.png) We’ve all been there, most of us on both ends. There’s a pungent smell, a missed patch of stubble, or rip in some clothing. It can be an awkward situation to deal with even among the best of friends, so when hygiene issues come up at work, they can be a manager’s nightmare. Even though the situation is awkward, workplace hygiene is important to address. Employees with customer-facing roles need to leave a good impression consistent with company values. When customers aren’t involved, poor hygiene 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.](https://blog.axcethr.com/when-work-stinks-what-employers-need-to-know) But the situation doesn’t have to be dramatic. If you follow the advice below, addressing workplace hygiene issues can be easier for everyone involved. [RELATED: When Work Stinks - What Employers Need To Know >>](https://blog.axcethr.com/when-work-stinks-what-employers-need-to-know) ## The Conversation Upon receiving a complaint about an employee’s personal hygiene, take the matter seriously. Don’t dismiss a complaint without investigating it first. Ignoring a complaint can lead to legal consequences, like those suffered by [a North Carolina company when they did not conduct an “individualized assessment”](https://www.disabilityleavelaw.com/2017/07/articles/ada/that-stinks-eeoc-sues-behalf-employee/) upon receiving a request to telecommute from an employer complaining of workplace scents aggravating her asthma. Instead, investigate the situation with your own eyes and nose. Follow up with those who made the complaint and get more information from employees who know about the situation. Then, sit down with the employee the complaint concerns. Be compassionate and hear their side of the story. It could be that there is a simple resolution to the issue and the employee is more than willing to make a change. [This seems to be the case with many employees](https://www.seattletimes.com/explore/careers/smelly-co-workers-give-their-side-of-story/)—few people want to intentionally smell bad, for instance. [RELATED: Six Keys to Effective Employee Discipline >>](https://blog.axcethr.com/6-keys-to-effective-employee-discipline) Keep the conversation short and private. Since many employees in this situation aren’t aware that they are doing something wrong, it is important to keep the atmosphere relaxed and amicable. Be compassionate. However, make sure you are clear about your hygiene expectations going forward. If the problem repeats itself, remind the employee 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 with your HR personnel or legal counsel to avoid any unforeseen pitfalls moving forward. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/d89d336e-5bec-43d6-9330-d484bcdb0ec7.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/d89d336e-5bec-43d6-9330-d484bcdb0ec7) ## Proactive Steps Of course, the best situation would be to never have to worry about workplace hygiene at all. While this might not always be possible, taking proactive steps with your implementation of dress code and grooming policies will help ensure that you get as close to that ideal, clean work environment as possible. We’ve included a handful of useful tips to keep in mind down below. - **Include Hygiene Education in the Onboarding Process ** Even if a prospective employee shows up to an interview well-kempt, take the time to spell out workplace expectations about dress code and hygiene. Do not assume that a prospective employee already knows exactly how they should conduct themselves. Point out the location in the employee handbook where new employees can go to review the information. - **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, 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 many 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 agitating others.  [RELATED: Employees Who Smoke Cost Employers Big >>](https://blog.axcethr.com/employees-who-smoke-cost-employers-big-cessation-assistance-can-help) - **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 different racial or ethnic groups. - **Routinely Review** Update policies as trends change. Certain grooming practices such as shaving are becoming less widespread as they once were, so consider removing these practices from your list of expectations if you don’t want to ward 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 that they are aligned with contemporary values. ## [![HR problems don't solve themselves. contact axcet hr solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-190101330032.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLI%2BVl6PNnAd6lBGhH8kEycnh5%2BZZB1d9NnhPXrX8H5OAYHCSwwXPiRKehl%2BkV0u9tacNy%2BvArdD4u9FFwdUj4Pp4dZUgIiNRH05Rj6KY%2Fydac%2BzFdXCWRaPGZVgaY9055%2BVWgmbzH5IChYkhvfMia9iaBnBGrT3hARmZo8bxXS0OdLg0TUfzRjvrHCcNF7S9bI%3D&webInteractiveContentId=190101330032&portalId=2652187) ## Addressing Sensitive Hygiene Issues with Empathy and Professionalism Tackling personal hygiene concerns, such as body odor, is undoubtedly one of the more delicate responsibilities managers face. However, when approached with empathy, discretion, and a clear understanding of company policies, these conversations can lead to positive outcomes. By fostering open communication and providing support, employers can maintain a respectful workplace environment that upholds both individual dignity and organizational standards. Navigating sensitive employee issues requires tact and expertise. Axcet HR Solutions offers comprehensive HR support to help you manage challenging workplace situations effectively. Visit [axcethr.com](https://www.axcethr.com/) to learn more about our services and how we can assist in creating a respectful and productive work environment. [![See if a PEO makes sense for your business](https://no-cache.hubspot.com/cta/default/2652187/18caba7b-fa27-458e-b41c-5af2422700be.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/18caba7b-fa27-458e-b41c-5af2422700be) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services HR Compliance](https://www.axcethr.com/services/human-resources/hr-compliance-specialist/) #### [Chasing the Silver Lining: How to Overcome Negativity in the Workplace ![how to overcome negativity in the workplace](https://blog.axcethr.com/hubfs/how%20to%20overcome%20negativity%20in%20the%20workplace.webp)](https://blog.axcethr.com/chasing-the-silver-lining-how-to-overcome-negativity-in-the-workplace) #### [![How HR Tech Can Improve Your Business’ Open Enrollment Experience](https://blog.axcethr.com/hubfs/Oct%2021%20Blog%20Image%202.webp) How HR Tech Can Improve Your Business’ Open Enrollment Experience](https://blog.axcethr.com/how-hr-tech-can-improve-your-business-open-enrollment-experience) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-05-16T19:05:42.795Z", "datePublished" : "2019-10-25T13:15:00.000Z", "headline" : "Hygiene at Work: How to Talk to an Employee About Body Odor", "image" : [ "https://blog.axcethr.com/hubfs/oct%2024%20blog%20image.png" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/hygiene-at-work-how-to-talk-to-an-employee-about-body-odor", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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There’s a false", "articleBody" : "We’ve all been there, most of us on both ends. There’s a pungent smell, a missed patch of stubble, or rip in some clothing. It can be an awkward situation to deal with even among the best of friends, so when hygiene issues come up at work, they can be a manager’s nightmare. Even though the situation is awkward, workplace hygiene is important to address. Employees with customer-facing roles need to leave a good impression consistent with company values. When customers aren’t involved, poor hygiene 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, addressing workplace hygiene issues can be easier for everyone involved. RELATED: When Work Stinks - What Employers Need To Know >> The Conversation Upon receiving a complaint about an employee’s personal hygiene, take the matter seriously. Don’t dismiss a complaint without investigating it first. Ignoring a complaint can lead to legal consequences, like those suffered by a North Carolina company when they did not conduct an “individualized assessment” upon receiving a request to telecommute from an employer complaining of workplace scents aggravating her asthma. Instead, investigate the situation with your own eyes and nose. Follow up with those who made the complaint and get more information from employees who know about the situation. Then, sit down with the employee the complaint concerns. Be compassionate and hear their side of the story. It could be that there is a simple resolution to the issue and the employee is more than willing to make a change. This seems to be the case with many employees—few people want to intentionally smell bad, for instance. RELATED: Six Keys to Effective Employee Discipline >> Keep the conversation short and private. Since many employees in this situation aren’t aware that they are doing something wrong, it is important to keep the atmosphere relaxed and amicable. Be compassionate. However, make sure you are clear about your hygiene expectations going forward. If the problem repeats itself, remind the employee 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 with your HR personnel or legal counsel to avoid any unforeseen pitfalls moving forward. Proactive Steps Of course, the best situation would be to never have to worry about workplace hygiene at all. While this might not always be possible, taking proactive steps with your implementation of dress code and grooming policies will help ensure that you get as close to that ideal, clean work environment as possible. We’ve included a handful of useful tips to keep in mind down below. Include Hygiene Education in the Onboarding Process Even if a prospective employee shows up to an interview well-kempt, take the time to spell out workplace expectations about dress code and hygiene. Do not assume that a prospective employee already knows exactly how they should conduct themselves. Point out the location in the employee handbook where new employees can go to review the information. 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, 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 many 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 agitating others. RELATED: Employees Who Smoke Cost Employers Big >> 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 different racial or ethnic groups. Routinely Review Update policies as trends change. Certain grooming practices such as shaving are becoming less widespread as they once were, so consider removing these practices from your list of expectations if you don’t want to ward 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 that they are aligned with contemporary values. Addressing Sensitive Hygiene Issues with Empathy and Professionalism Tackling personal hygiene concerns, such as body odor, is undoubtedly one of the more delicate responsibilities managers face. However, when approached with empathy, discretion, and a clear understanding of company policies, these conversations can lead to positive outcomes. By fostering open communication and providing support, employers can maintain a respectful workplace environment that upholds both individual dignity and organizational standards. Navigating sensitive employee issues requires tact and expertise. Axcet HR Solutions offers comprehensive HR support to help you manage challenging workplace situations effectively. Visit axcethr.com to learn more about our services and how we can assist in creating a respectful and productive work environment.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2019-10-25", "dateModified" : "2025-05-16", "datePublished" : "2019-10-25", "description" : "We’ve all been there, most of us on both ends. There’s a pungent smell, a missed patch of stubble, or rip in some clothing. It can be an awkward situation to deal with even among the best of friends, so when hygiene issues come up at work, they can be a manager’s nightmare. 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