“Can You Say That?” Handling Awkward Hygiene Talks

Headlines were recently buzzing—not about match points or Grand Slam glory, but about an awkward moment courtside at the Rouen Open in France. During a changeover in the second set, a professional tennis player was overheard asking the umpire to request that her opponent put on deodorant, stating she “smells really bad.” The comment sparked a media storm, social media debates, and more than a few uncomfortable laughs over breakfast. The professional tennis player has since apologised for the remark, expressing regret and taking full responsibility.

The incident didn’t just stay courtside—it quickly went viral. Within hours, social media was flooded with opinions, memes, and commentary. And that’s a lesson for the workplace too: today’s conversations don’t always stay behind closed doors. If a hygiene issue is handled insensitively, it could just as easily spark whispers among colleagues, become a screenshot in a group chat, or lead to formal complaints.

Managing these matters with care, dignity, and discretion isn’t just best practice—it’s essential for protecting workplace culture and reputation.

But behind the headline-grabbing quote is a very real, very human issue—body odour and hygiene in shared spaces. In the workplace it’s a far trickier and more sensitive subject for managers to handle.

It’s Not Just About the Weather

With summer on the horizon and temperatures rising, now is a good time for employers and managers to think carefully about how they’d handle a sensitive situation involving a colleague’s personal hygiene. But it’s important to remember this isn’t just about the weather.

There are many potential underlying causes of body odour or hygiene concerns, including:

• Medical conditions such as diabetes, liver or kidney disease, or hyperhidrosis (excessive sweating)
• Medications that may alter body chemistry
• Mental health challenges, including anxiety or depression, that affect daily routines
• Cultural or religious practices which may differ from commonly accepted norms
• Financial difficulties that may limit access to hygiene products or laundry facilities

Jumping to conclusions or responding too bluntly can not only harm relationships but risk stepping into discriminatory territory.

Be Aware of Legal Pitfalls

If the underlying cause is related to a health condition, disability, or protected characteristic under the Equality Act 2010, a poorly handled conversation could amount to unlawful discrimination. That’s why it’s crucial for employers to approach these matters thoughtfully and in line with HR best practice.

So, What Should Managers Do?

Here are some key steps to help you manage the issue professionally and respectfully:

1. Don’t ignore it—but pause before you act

It may feel awkward, but ignoring the issue can lead to bigger problems. However, you must take time to plan your approach and consider whether there’s any evidence of a medical, cultural, or personal issue first.

2. Have a private, compassionate conversation

Find a private setting and approach the conversation with sensitivity. Avoid judgement or accusatory language. Try something like:

“This is a very delicate topic, but I wanted to check in with you as I’ve noticed some concerns around personal hygiene. Is everything okay, and is there anything we can support you with?”

3. Be prepared to listen

The employee may disclose a health condition, mental health challenge, or personal difficulty. Don’t interrupt or jump to solutions—just listen and take note.

4. Signpost support

If appropriate, direct them to occupational health, your employee assistance programme, or mental health support services. Reassure them that the aim is to help, not to judge.

5. Set clear but supportive expectations

If the issue isn’t linked to a protected characteristic, it’s reasonable to set expectations for improvement while offering support. Be kind, but be clear.

6. Follow up and document appropriately

Keep a record of the conversation and check in later to ensure the issue has been resolved, especially if it has an impact on others.

Prevention Is Better Than Cure

• Review your employee handbook to ensure personal hygiene and dress code standards are clearly but sensitively outlined.
• Consider seasonal reminders about wellbeing and workplace comfort, especially in the summer months.
• Provide access to support services that help employees address health or wellbeing concerns before they become workplace issues.

How HR:4UK Can Help

At HR:4UK, we understand how challenging it can be to deal with sensitive issues like hygiene in the workplace. That’s why we’re here to support you with expert guidance, practical advice, and legally sound HR solutions that protect both your people and your business. Whether you need help preparing for a difficult conversation, reviewing your employee handbook policies, or setting up access to occupational health support, our team is on hand to help.

Visit our Services page or get in touch today to see how we can help you manage workplace matters with confidence and care.