An employee’s poor hygiene is not an easy subject to deal with, so here are our tips to help you tackle it effectively:

(1) Deal with it now

Human nature means that we all have a tendency to try and put off something we’re not looking forward to. However, you need to deal with the problem as soon as you are aware of it because:

• A decline in poor hygiene may be a symptom of something else, such as a mental health condition
• Doing nothing about it means it could develop into bullying/harassment and ultimately an expensive claim against the employer

(2) Private meeting

Arrange to speak with the employee and:

• Make sure your discussion takes place in private
• Arrange this for the end of the day so the employee can go straight home minimising self-consciousness
• Allow sufficient time
• Recognise and make allowances for the fact that the employee will probably be embarrassed and may act out of character, such as ending the meeting abruptly

(3) Be sensitive 

Put yourself in the employee’s shoes – how would you want this problem tackled?

Make sure that you stick to the issue, explain how their hygiene affects the workplace, and avoid:

• Being insulting or criticising
• Making the employee feel guilty or
• Mentioning that they have done something wrong

because this will lead to a grievance.

Be ready to empathise with the employee, letting them know that you understand how difficult this must be whilst making it very clear that you have a duty to them as an individual to bring it to their attention.

(4) Be Firm

Be kind, but clear and firm because the employee does need to be:

• Aware of the problem and
• Aware that they need to deal with it

If the employee denies that they have a problem, you will need to explain the problem sensitively but purposefully, highlighting the effect it has on the practice and those who work/visit it.

(5) Listen

Listen to what the employee has to say. They may have a reason for the issue – perhaps it’s a medical condition or relates to a religious or cultural factor. If this is the case, this is something that you need to:

• Be aware of and
• Take into account as you support them

to avoid any discrimination.

(6) Support 

Make it clear to the employee that you will support them as they deal with the problem.

Remember, if the employee is disabled then you actually have a duty to take reasonable steps to ensure they are not disadvantaged. Take care to avoid discrimination, such as on religious or cultural grounds. Steps you may have to consider may include:

• Additional washing/hygiene facilities
• Extra uniform to enable the employee to change midway through their working day
• Changing uniform, if, for example, their problem is caused by the fabric of their uniform

(7) Goals for change

The employee needs to be clear that they need to deal with the problem and when you will be following it up.

If there is no improvement, hold a further meeting and discuss the action they have taken.  At that stage:

• If action has been taken but there is little or no improvement, support the employee by suggesting and supporting what else they could do
• If no action has been taken you may want to explain that failure to do something about it could lead to disciplinary procedure

At this stage you should consider taking advice as the situation will need to be considered more carefully.

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