It’s true, body odour can lead to termination, but not without a fair process. According to the Fair Work Act 2009, you can’t dismiss someone for hygiene issues unless it’s affecting workplace safety or productivity, and even then, you must give them opportunities to resolve the issue. If that person with the chronic BO is you, you have rights but they only reach so far.
Body odour can impact the workplace, tanking productivity and souring the team environment. Even worse, it can spark gossip.  No one wants to be the person to raise the issue, but body odour can disrupt more than just a meeting and ignoring the issue won’t make it go away. And if you suspect you have rank BO, you are right. If you can smell it, so can all your workmates. Read on.
If you employ staff, mishandling a BO situation can lead to serious consequences, including claims of workplace discrimination under Australian law or potential legal action regarding unfair dismissal. Therefore, it's crucial to handle this issue thoughtfully and with care.
Good people are hard to come by and BO is actually pretty easy to solve.
How to tactfully handle a smelly situation
Don’t sniff around — Be direct (but kind)
If body odour is genuinely affecting the workplace, take action respectfully.
Use a private setting.
Speak with empathy, but keep it direct. Something like, “I wanted to talk to you privately about a sensitive issue. I have noticed you have strong body odour at work and I wanted to see if I could find a way to help.”
Document the process: Keep a record of any complaints, actions taken, and conversations held, as this ensures transparency and protects against any potential legal issues.
2. Offer a thoughtful soloution
Now, here’s where you can save the day by giving your staff member a real, tangible solution. Give them a complimentary month’s supply of Lavilin deodorant cream.  It’s a natural deodorant that targets odour-causing bacteria, allowing the person to sweat naturally without the smell. With just one application, it provides up to 7 days of protection, even with daily showers, so they can stay fresh and confident all week. This could be a gentle, non-offensive way to help them out in a practical way.
You could say: “Here is a deoderant which is nothing like the others. Take a look. It just might be the answer.”
3. Support and solutions: be the hygiene hero
Offering solutions doesn’t only mean providing a long-lasting deodorant. Body odour can sometimes be linked to medical, cultural, or situational factors. For instance, culturally, personal hygiene practices can vary widely across different regions and communities. Some cultures may not emphasise the use of deodorant or similar products as part of daily routines. Additionally, certain foods that are integral to some cultural diets—such as strong spices or garlic—can influence body odour. Be open to offering flexibility, whether that’s working from home, altering shifts, or even directing them to health resources. Always lead with compassion.
You could say: “Sometimes these things happen for reasons outside our control, and there might be more going on. Is there any way we can support you in handling this?”
4. It’s not just about body odour - It’s about respect
Remember, Australian law is strict on workplace discrimination. You can’t let this conversation slide into unfair territory. If body odour stems from a medical condition or is linked to someone’s background or culture, you’ve got to be cautious and kind. Don’t bother joking as that might hit the wrong note or comments that could be taken the wrong way.
5. Following up on the BO
Check in after the conversation. A simple, “How are things going? Did you get to try that deodorant sample?” can let the person know you’re here to support them, not judge them. And if that Lavilin deodorant sample did the trick, you have created a sweeter smelling workplace. Take the rest of the week off.Â
In summary
Tackling personal topics like body odour calls for understanding, tact, and yes — a world class, industrial-strength deodorant. For employers, handling these situations carefully keeps the office vibe fresh and productive, while also showing employees that support goes beyond spreadsheets and deadlines. And for employees, knowing your rights and options can be as refreshing as a dunk in the ocean. When both employee and employer bring a little kindness and a lot of respect to the table, everybody wins.
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