Workplace Statistics Regarding Body Odour
October 22, 2009 by Mohamed
Filed under Personal Hygiene
We’ve done an extensive amount of posts regarding body odour and how to get rid of it - but the one thing that we’ve not really talked about is how to deal with it in the workplace, especially if you have someone that has body odour and it appears that they are not doing anything to resolve the issue.
First off – there are no statistics on just how bad body odour is in the workplace. I don’t keep any stats on it where I work, nor do I think any organization does. I’m also not aware of any statistics being kept about body odour in the workplace.
As I was researching to prepare this post, I did come across an interesting series of posts from a site called Workplace Law Network – the site was geared towards the UK but presumably the legal and ethical questions this brings up would apply wherever you are. I’m NOT A LAWYER nor am I an expert in HR so the information provided here is for educational purposes only. Ideally if you have someone in your workplace with body odour problem you need to speak to your manager or HR department — they may be better equipped to help resolve these issues.
Source: http://www.workplacelaw.net/forums/listComments/thread_id/446
PRACTICAL ADVICE
Excessive body odour is caused by bacteria.
In order to combat this, body hair such as that under armpits should be trimmed. Obviously showering daily is helpful as is using deoderant on freshly washed skin. Using a deoderant with a 24 hr anti-perspirent is essential. In addition b.o may be controlled by applying antiseptic cream such as sudocreme to the affected areas.
The initial question that was raised:
Does anyone have any suggestions of how to approach a fairly new member of staff regarding his body odour problem?
One good response was:
Although this is not a performance or discipline matter, it is a problem that can cause irritation (and therefore poor performance) among other employees.
Before you address this particular problem, you should consider drawing up a plan of the route you a prepared to take in such cases, preferably in consultation with interested parties (health and safety manager, HR, union rep, etc.).
For example, you may wish to start with a private conversation where you inform the employee of the problem, and try, where possible, to address the cause (e.g. medical problems). You can then move to your formal disciplinary route if the employee fails to act.
You should record all conversations and keep a record on file.
It goes without saying that a high level of tact will be required to avoid causing offence and potentially ending up in front of a tribunal. The employee will appreciate the matter being kept private.
Another response:
I have had experience of having to deal with this problem with an employee. I had a private conversation with the him where I raised the issue of his odour. Despite it being quite strong he was unaware of it and was at a loss as to it’s cause, that was the first question he asked me. His odour did improve and both his confidence at the workplace and his relations with other employess benefited.
I agree with Ciaron that you should try and address the cause, and be prepared to do so. These could range from inneffective laundry, through to diet or a more serious medical problem. You should also act promptly, it may harm the employees relationship with other staff if the problem is not dealt with.
You may also be able to get some guidance from EMAS.
As to Simons comments, I can find little but fault! As I said the employee I dealt with was unaware of the problem. A card and a smile probably won’t do much to manage stress, and the cure is probably best left to the employee personally (unless he requests help) or his medical practicioner.
The series of posts is excellent, and well worth the read and it will give you some great information on how to approach someone in the workplace that has body odour issues.
