Everyone has body odour, and occasionally, it can affect the
workplace. Take the examples of a long-time, excellent employee who
develops a condition which results in severe and
“offensive” body odour; or an individual with fragrance
allergies. These issues raise various questions. What is the
responsibility of the “offending” employee, or the
employee with the allergy? Do employees have to suffer through
their co-worker’s body odour? Is accommodation required; and
if so, what? While body odour issues are not as common as some
other issues, it can help to illustrate how an employer would deal
with issues of competing employee rights.
There are some general principles which should guide employers
in weighing whether accommodation is appropriate, who should be
accommodated, and how:
