Health risks in the workplace include issues for asthmatics and others with respiratory sensitivities who may experience shortness of breath or other symptoms in response to aerosols in the breathing air. This includes fine mists of perfumes, deodorants, and other sprays that people use, especially in workplace toilets and bathrooms. 

The question is whether employers can establish a policy on perfumes and personal sprays at work because of medical concerns. 

This is a particular issue for employees living with asthma, who may find that spraying a deodoriser and perfume in the workplace and the toilets triggers asthma because of the amount of spray in the environment, especially in the toilets. 

Although employers may remind everyone to avoid using sprays in the workplace, some people may still overlook the request, perhaps not realising how seriously it can affect colleagues with asthma. In this case, employers may need to enforce a ‘no spray’ policy to eliminate this health issue from the workplace. 

 

Health risks of personal sprays 

Perfumes or scents can adversely affect workers’ health, causing headaches, nausea, dizziness, upper respiratory symptoms, skin irritation, and difficulty concentrating. Further, even in small amounts, certain odours can trigger allergic and asthmatic attacks in workers with the condition. So, it is in employers' best interests to address the issue of perfumes and personal sprays in the workplace. 

To reduce risk to asthmatics in your workplace, consult your safety representative, safety committee, or other agreed consultative body to develop an air-contaminants or scent-free policy. 
The developed policy can then be communicated to all employees, and alerts posted in the amenities outlining and reinforcing the policy. This approach will also make employees aware that there are asthmatics within the workplace. 

Experts recommend considering the following when setting up a workplace scent-free policy: 

  • Conduct an assessment or survey of the employees to determine the extent of the problem. Collect opinions and suggestions at the same time to help you develop a policy appropriate to your workplace. 

  • Designate one key person to oversee the project and its development. If you work at a large company, it may be better to create a committee representing all groups (employees, unions and management). 

  • Involve the health and safety committee, and get management commitment from the beginning. 

  • Set and stick to deadlines for drafting the policy, reviewing it, and implementing it. 

  • Ensure all employees are fully informed of the policy and know what they must do before it becomes effective. 

  • Educate the employees. You may choose to distribute brochures, email or text messages, put up posters, publish articles in a company newsletter, or give presentations. In any case, the goal is to inform all employees of the health concerns related to scents and why the policy is needed. 

  • Address any concerns the employees raise openly and honestly. Reinforce the idea that this policy is being implemented due to medical concerns – not merely because of a dislike for a certain smell. 

  • Make it clear that the policy applies to everyone (including visitors, patients, etc.). 

  • Do not limit the scent-free policy to perfumes and colognes. Many cleaning and personal care products also have scents. 

  • Review all safety data sheets for products currently used and those you are considering. Make sure that the ingredients are acceptable. 

  • Post notices one week in advance that waxing, shampooing, painting, or spraying (etc.) will be conducted so affected employees can make arrangements or have their duties modified during that time. 

  • Let everyone know that the policy will be reviewed and changed based on experience or new knowledge.