Employees with Fragrance 

Sensitivity 

Accommodation and Compliance Series
Practical Solutions • Workplace Success 

2 

Preface 

The Job Accommodation Network (JAN) is a service of the Office of Disability 

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contact JAN. 

Authored by Tracie DeFreitas Saab, M.S. Updated 03/22/10. 
Practical Solutions • Workplace Success 

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JAN’S ACCOMMODATION AND COMPLIANCE SERIES

Introduction 

JAN’s Accommodation and Compliance Series is designed to help employers determine 

effective accommodations and comply with Title I of the Americans with Disabilities Act 

(ADA). Each publication in the series addresses a specific medical condition and 

provides information about the condition, ADA information, accommodation ideas, and 

resources for additional information. 

The Accommodation and Compliance Series is a starting point in the accommodation 

process and may not address every situation. Accommodations should be made on a 

case by case basis, considering each employee’s individual limitations and 

accommodation needs. Employers are encouraged to contact JAN to discuss specific 

situations in more detail. 

For information on assistive technology and other accommodation ideas, visit JAN's 

Searchable Online Accommodation Resource (SOAR) at http://askjan.org/soar. 

Information about Fragrance Sensitivity 

What is fragrance sensitivity? 

Fragrance sensitivity may be an actual allergy or a simple irritation. It can be difficult to 

diagnose which is occurring. In addition, fragrances are composed of many different 

chemicals. This can make it difficult to identify if the sensitivity is to one particular 

chemical or to a combination of chemicals (Allergy Health Online, 2007). 

Typical reactions to fragrances include breathing problems, asthma, and contact 

dermatitis (an itchy and inflamed skin rash). Once a person has developed fragrance 

irritation it is likely that the sensitivity will grow over time and with repeated exposure. 

Certain chemicals may be sensitizers at high levels of exposure and can result in 

sensitivity to the chemical at much lower levels after initial exposure (Allergy Health 

Online, 2007). 

What are the symptoms of fragrance sensitivity? 

Fragrances can enter the body through inhalation, ingestion, or absorption. The first 

indicator of a fragrance irritation or allergy is usually a skin rash after the use of a 

perfume, cream, or lotion. Reactions can also take other forms, including: hives; 

nausea; dizziness; headache; itchy skin, eyes, and nose; runny nose; wheezing; 

coughing; eczema; difficulty breathing; sore throat; asthma attacks or asthma–like 

symptoms; and strange tastes in the mouth. The severity of symptoms varies from one 

individual to another. Symptoms can show up over a wide time range from a few 

minutes to seven to ten days (Allergy Health Online, 2007). 
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How is fragrance sensitivity prevented and treated? 

The best way to prevent fragrance sensitivity is to avoid the offending substance. 

Discussing the fragrance sensitivity with people at work and at home will help to limit 

exposure to other people’s fragrances. Careful examination of product labels is also 

important. A product labeled “unscented” does not mean it is fragrance free, merely that 

it has no perceptible scent. A fragrance may have been added to the product to mask 

scent. While such a trace amount of fragrance is unlikely to cause irritation, it may 

trigger allergic reactions in people with fragrance allergies (Allergy Health Online, 2007). 

Fragrances added to products to mask scent do not have to be labeled as ingredients. 

A label that is marked “perfume free” or “fragrance free” is more likely to contain no 

fragrances. Sensitive people may wish to consult a dermatologist for recommendations 

on fragrance free skin products or an allergist for recommendations on avoiding a 

variety of scented products (Allergy Health Online, 2007). 

Fragrance Sensitivity and the Americans with Disabilities Act 

Is fragrance sensitivity a disability under the ADA? 

The ADA does not contain a list of medical conditions that constitute disabilities. 

Instead, the ADA has a general definition of disability that each person must meet 

(EEOC, 1992). Therefore, some people with fragrance sensitivity will have a disability 

under the ADA and some will not. 

A person has a disability if he/she has a physical or mental impairment that substantially 

limits one or more major life activities, a record of such an impairment, or is regarded as 

having such an impairment (EEOC, 1992). For more information about how to 

determine whether a person has a disability under the ADA, visit 

http://askjan.org/corner/vol02iss04.htm. 

Is an employer required to implement a fragrance policy as an accommodation? 

JAN discusses the implementation of a fragrance policy as an option to consider when 

addressing possible accommodations. An employer could choose to make a request 

that employees voluntarily refrain from wearing fragrances or the employer could go as 

far as creating a policy that requires employees to refrain. An employer has the right to 

decide how far is reasonable when implementing accommodations. Employers who 

have concerns about the legalities of implementing a fragrance policy as an 

accommodation should consult an appropriate legal professional. 
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Accommodating Employees with Fragrance Sensitivity 

(Note: People with fragrance sensitivity may develop some of the limitations discussed 

below, but seldom develop all of them. Also, the degree of limitation will vary among 

individuals. Be aware that not all people with fragrance sensitivity will need 

accommodations to perform their jobs and many others may only need a few 

accommodations. The following is only a sample of the possibilities available. 

Numerous other accommodation solutions may exist.) 

Questions to Consider: 

1. What limitations is the employee with fragrance sensitivity experiencing? 

2. How do these limitations affect the employee and the employee’s job performance? 

3. What specific job tasks are problematic as a result of these limitations? 

4. What accommodations are available to reduce or eliminate these problems? Are all 

possible resources being used to determine possible accommodations? 

5. Has the employee with fragrance sensitivity been consulted regarding possible 

accommodations? 

6. Once accommodations are in place, would it be useful to meet with the employee 

with fragrance sensitivity to evaluate the effectiveness of the accommodations and to 

determine whether additional accommodations are needed? 

7. Do supervisory personnel and employees need training regarding fragrance 

sensitivity? 

Accommodation Ideas: 

• Maintain good indoor air quality 

• Discontinue the use of fragranced products 

• Modify workstation location 

• Modify the work schedule 

• Provide an air purification system 

• Modify communication methods 

• Modify or create a fragrance-free workplace policy 

For information about improving indoor air quality, see "An Office Building Occupant's 

Guide to Indoor Air Quality" at http://www.epa.gov/iaq/pubs/occupgd.html. 
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Sample Policy Language: 

The following are examples of fragrance-free workplace policy statements. 

Anonymous City Law Enforcement Agency Policy: "To reasonably accommodate 

bureau employees who have written memoranda documenting chemical sensitivity to 

perfume, employees will wear no perfume or cologne during business hours when they 

are scheduled to be within the bureau during their shift. This policy will not affect those 

bureau employees who are in an off-site training class, on city business, or out of the 

office for an entire shift." 

Anonymous Employer: "(Name of employer) strives to ensure the comfort and safety of 

staff and visitors by encouraging a smoke free and fragrance free environment." 

Anonymous State Community Development Agency, Employee Administrative Bulletin: 

"Given that chemically sensitive individuals may react to different products with widely 

varying degrees of severity, it is very difficult to ensure a consistently comfortable and 

accommodating work environment under every conceivable set of circumstances. Even 

so, it is the general consensus of the Labor/Management Committee and the desire of 

the (company name) to minimize to the extent possible the barriers and difficulties 

experienced in the workplace by both employees and clients subject to 

chemical/fragrance sensitivities. The (company name) requests that all offices and 

spaces used by the staff and their visitors remain free of chemical-based scented 

products." 

Anonymous Employer, Staff Memo from Executive Director: "I ask that we refrain from 

applying spray colognes, hairsprays, and or air fresheners in the office, as the use of 

such products may trigger allergic reactions and create health problems." 

Anonymous Employer, Administrative Manual Policy, Subject: Employee Appearance: 

"Cologne, perfume, aftershave lotions, scented lotions, or body washes are not to be 

worn in the Medical Center." 

State Protection and Advocacy Agency: "This is a fragrance free office. Thank you for 

not wearing any of the following: cologne, after shave lotion, perfume, perfumed hand 

lotion, fragranced hair products, and/or similar products. Our chemically-sensitive coworkers and clients thank you." 

Anonymous Employer: "This is a fragrance free office. Please help us to accommodate 

our co-workers and clients who are chemically sensitive to fragrances and other 

scented products. Thank you for not wearing perfume, aftershave, scented hand lotion, 

fragranced hair products, and or similar products." 

Anonymous Employer, Memo to All Staff: "You may have noticed the signs up on the 

front door and on the library doors stating that this is a fragrance-free office. Please 

cooperate with this request because there are several of us on staff and visitors to our 
Practical Solutions • Workplace Success 

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office who are chemically sensitive to varying degrees. Our bodies have a hard time 

when we come into contact with a variety of chemicals and each episode takes its toll 

on our bodies. Please use only unscented products during work hours. This does not 

include deodorant or bath soap at this time." 

U.S. Access Board: "Under this policy, the Board requests that all participants refrain 

from wearing perfume, cologne, and other fragrances, and use unscented personal care 

products in order to promote a fragrance-free environment. This request is included in 

notices and on displayed signage for the Board's meetings, hearings, and other public 

events. In addition, the Board will work with the operators of meeting sites to prevent 

the use of deodorizers and cleaning products immediately before the event in and 

around meeting locations." 

The Access Board is an independent Federal agency devoted to accessibility for 

people with disabilities. The Board has adopted a policy to promote access for 

individuals who are sensitive to fragrances at http://www.accessboard.gov/about/policies/fragrance.htm 

Products: 

Use JAN's Searchable Online Accommodation Resource (SOAR) to find 

accommodation ideas and products related to fragrance sensitivity. Visit SOAR at 

askjan.org/soar. Also, contact JAN directly to discuss a specific accommodation 

situation, for product information, or for an appropriate referral. 
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Resources 

Job Accommodation Network 

West Virginia University 

PO Box 6080 

Morgantown, WV 26506-6080 

Toll Free: (800)526-7234 

TTY: (877)781-9403 

Fax: (304)293-5407 

jan@askjan.org 

http://askjan.org 

The Job Accommodation Network (JAN) is a free consulting service that provides 

information about job accommodations, the Americans with Disabilities Act (ADA), and 

the employability of people with disabilities. 

Office of Disability Employment Policy 

200 Constitution Avenue, NW, Room S-1303 

Washington, DC 20210 

Toll Free: (866)633-7635 

TTY: (877)889-5627 

Fax: (202)693-7888 

http://www.dol.gov/odep/ 

The Office of Disability Employment Policy (ODEP) is an agency within the U.S. 

Department of Labor. ODEP provides national leadership to increase employment 

opportunities for adults and youth with disabilities while striving to eliminate barriers to 

employment. 

Environmental Health Network 

P.O. Box 1155 

Larkspur, CA 94977-1155 

Direct: (415)541-5075 

http://www.ehnca.org 

EHN was one of the first organizations to support and advocate on behalf of the 

chemically injured. The agency dates back to around 1982. They have a Support and 

Information Line (SAIL), a newsletter, The New Reactor, and a web site with extensive 

resources pertaining to chemical injury, including fragrance sensitivity. 

Fragranced Products Information Network 

fpinva@fpinva.org 

http://www.fpinva.org/ 
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Owned, maintained, and financed by Betty Bridges, RN. The Fragrance Products 

Information Network website was developed to help fill the void of information that exists 

regarding scented products. 

Indoor Air Quality Information Clearinghouse 

U.S. EPA/Office of Radiation and Indoor Air 

Indoor Environments Division 

1200 Pennsylvania Avenue, NW 

Mail Code 6609J 

Washington, DC 20460 

Direct: (202)343-9370 

Fax: (202)343-2394 

http://www.epa.gov/iaq/pubs/index.html 

A Web resource that provides links to articles on indoor air quality. 
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References 

Allergy Health Online. (2007). Fragrance irritation & allergies. Retrieved September 5, 

2008, from 

http://allergy.healthcentersonline.com/cosmeticschemicalsmetals/fragrancesensit

ivity.cfm 

Equal Employment Opportunity Commission. (1992). A technical assistance manual on 

the employment provisions (title I) of the Americans with Disabilities Act. 

Retrieved September 5, 2008, from http://askjan.org/links/ADAtam1.html 
Practical Solutions • Workplace Success 

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This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.