If fragrance at work makes you sick, you’re allowed to ask for changes. This page walks you through how: your rights in plain English, what to ask for, a letter you can copy and a policy you can hand to HR.
Evidence key Strong Moderate Weak How we grade
You’re not being difficult
Over 20 years (1993–2012), California's work-related asthma surveillance confirmed 270 cases linked to perfume or air fresheners at work, 3.8% of all confirmed cases; perfume was the 9th most common workplace asthma exposure. Moderate evidence. Weinberg 2017
94% of workers with fragrance-related work asthma in California were women, mostly in offices, health care and schools, and most cases came from perfume worn by others. Moderate evidence. Weinberg 2017
You’re also not the only one who wants a change. About two-thirds (64.6%) of US adults did not know fragrance ingredients don't have to be listed on the label, and more than half would prefer fragrance-free workplaces (53.2% vs 19.7% against) and health care (54.8% vs 22.4%). Moderate evidence. Steinemann 2016 Support for fragrance-free health care and workplaces is not limited to people with symptoms: in Germany roughly 70% of those who backed them reported no fragrance-related health effects themselves. Moderate evidence. Klaschka 2020
Your rights at work (US)
In the US, fragrance sensitivity or multiple chemical sensitivity can count as a disability under the Americans with Disabilities Act, but not automatically: it is decided case by case, usually on whether breathing is substantially limited. Moderate evidence. De Vader & Barker 2009
From the official guidance
- The ADA’s job protections cover employers with 15 or more employees, including state and local governments. [EEOC]
- You can ask in plain English. You don’t have to say “ADA” or “reasonable accommodation,” and it doesn’t have to be in writing. A family member, friend or health professional can ask for you. [EEOC]
- Your employer should then work with you to figure out what you need, and can ask about your limitations. [EEOC]
- If your condition or your need isn’t obvious, your employer can ask for reasonable documentation from a health professional. In most situations, it can’t ask for your complete medical records. [EEOC]
- Your employer can choose among accommodations that work. Your preference should get primary consideration, but the final choice is theirs. [EEOC]
- Asking for an accommodation is protected. Your employer can’t retaliate against you for it. [EEOC]
- If you think your rights were violated, you generally have 180 days to file a charge with the EEOC, and longer in some states. [EEOC]
- The Job Accommodation Network (JAN) gives free, expert and confidential guidance on workplace accommodations. [JAN]
General information, not legal advice. For your situation, contact JAN or an employment lawyer. Outside the US the rules differ, so check your country’s disability or equality agency. Rights at school, at home and in health care are on our rights page.
What to ask for
Workplace accommodations for fragrance sensitivity do not have to be a building-wide ban: the US Labor Department's Job Accommodation Network lists scent-free meeting rooms, moving a worker away from air fresheners and vents, telework, air purifiers, signage and staff education. Moderate evidence. De Vader & Barker 2009
JAN’s accommodation ideas for fragrance sensitivity include [JAN]:
- an air purifier or air cleaner for your workspace
- fragrance-free cleaning supplies
- a flexible schedule or changed break times
- working from home
- a change to a workplace policy
- reassignment, if nothing else works
Ask for something your employer can realistically say yes to. JAN notes that under the ADA it’s “probably not reasonable” for an employer to enforce a total no-fragrance policy, because it’s hard to enforce when clients and visitors come in. A fragrance-free zone around you is a more realistic request, though JAN notes it won’t work for everyone. In Hunt v. St. Peter School (1997), a scent-free classroom was treated as a reasonable accommodation, but a school-wide fragrance ban was ruled an undue hardship. Moderate evidence. De Vader & Barker 2009
A letter you can copy
Fill in the brackets, delete the options that don’t fit, and send it to your manager or HR. Plain and specific works best. Or let our letter builder fill it in for you.
Subject: Request for a workplace accommodation Hi [name], I'm writing to ask for a workplace accommodation for a medical condition. Fragranced products such as perfume, air fresheners and scented cleaning products [describe what happens, for example: trigger migraines and breathing problems], which makes it hard for me to [for example: work at my desk / attend meetings in the conference room]. I'd like to talk about options that could help, such as: - [moving my workspace away from air fresheners and busy areas] - [a fragrance-free zone around my work area, or fragrance-free meeting rooms] - [fragrance-free cleaning products in my area] - [an air purifier at my desk] - [working from home when exposure can't be avoided] I'm happy to provide documentation from my healthcare provider if that's needed. Could we set up a time to talk this week? Thank you, [your name]
- Keep a copy, and note the date you sent it. Attach our one-page fact sheet if it helps make the case.
- After any conversation about it, send a short email summarizing what was agreed.
- If you’re stuck, JAN can talk through your situation for free, and our Discord’s #workplace channel can help you prepare.
- Once something’s agreed, a printable fragrance-free sign saves you from explaining it to every visitor.
Getting a note from your doctor
Your employer may ask for a note from your doctor. That’s normal, and it’s where a lot of requests stall. Here’s what they’re allowed to ask for, and what JAN suggests including so the note is less likely to bounce back.
From the official guidance
- If your disability or your need isn’t obvious, your employer can ask for documentation describing the impairment; its nature, severity and duration; the activities it limits; and how much it limits you. [EEOC]
- In most situations they can’t ask for your complete medical records. [EEOC]
- They can’t ask for documentation when both the disability and the need are obvious, or when you’ve already given them enough. [EEOC]
- If your note isn’t enough, they should explain why and give you a chance to provide what’s missing. [EEOC]
- If what you’ve provided still isn’t enough, they can require you to see a health professional of their choice. If they do, they must pay all the costs. [EEOC]
- The note can come from a doctor, psychologist, nurse, therapist or another appropriate health or rehabilitation professional. [EEOC]
What to ask your doctor to include
The Job Accommodation Network’s guidance for medical professionals suggests a note that:
- is on the practice’s letterhead. Some employers won’t accept a note without it.
- names your diagnosed condition. If you’d rather not share the diagnosis, a more general statement may be enough.
- says which major life activity it limits, such as breathing.
- explains the problem at work: what you’re exposed to and what it does to you.
- suggests accommodations, and how each one would help.
- offers to answer your employer’s questions and to discuss other options, so you’re not locked into a single solution.
Take this to your appointment so your doctor knows what to write:
I'm asking my employer for a workplace accommodation because fragranced products at work [describe what happens]. My employer may ask for a letter from you. The Job Accommodation Network (askjan.org) suggests the letter: - be on letterhead - name my condition (or describe it in general terms) - say which major life activity it limits (for example, breathing) - explain what happens at work: [perfume and cologne worn by coworkers / air fresheners / scented cleaning products] cause [symptoms] - suggest accommodations and how each would help: [a fragrance-free zone around my desk / moving my workspace / fragrance-free cleaning products / an air purifier / working from home when exposure can't be avoided] - offer to answer my employer's questions and discuss other options Thank you.
Your employer may also send your doctor a form instead. JAN publishes a sample medical inquiry form that shows what those usually ask.
For employers
Want your workplace to go fragrance-free for everyone? Send HR our guide for employers. It has the case for a policy, a template to copy, and practical steps for rolling it out.
Take the pledge
Fragrance-free workplaces happen because someone asks. Pledge to ask once this year, for yourself or for a coworker who can’t, and add your name to the count. You can also pledge to ask at your child’s school, your doctor’s office or where you live. See the pledge page.
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Then tell us how it went: in the Discord’s #workplace channel, or on our story wall.
Rather tell us privately? Email admin@ihateperfume.com.
Graded claims show their evidence level and source. Official guidance links to the agency that wrote it. Information, not legal or medical advice.