{"id":6093,"date":"2025-04-15T13:38:10","date_gmt":"2025-04-15T10:38:10","guid":{"rendered":"https:\/\/arbeidsadvocaat.nl\/dismissal-due-to-a-foul-odor-is-that-allowed\/"},"modified":"2026-08-16T15:46:41","modified_gmt":"2026-08-16T12:46:41","slug":"dismissal-due-to-a-foul-odor-is-that-allowed","status":"publish","type":"post","link":"https:\/\/arbeidsadvocaat.nl\/en\/dismissal-due-to-a-foul-odor-is-that-allowed\/","title":{"rendered":"Dismissal due to a foul odor: Is that allowed?"},"content":{"rendered":"\n

Introduction<\/strong><\/p>\n\n

At first glance, dismissal due to a body odor nuisance may seem like an exceptional situation, but in practice, issues like this can lead to serious legal proceedings. Especially when the odor is related to a medical condition, the question arises: how far does employee protection extend? A recent case involving a receptionist<\/a> offers valuable insights into how courts handle such situations. <\/p>\n\n

The Case: Dismissal Due to Odor Nuisance<\/strong><\/h4>\n\n

A receptionist, who worked for one of her employer\u2019s clients, received complaints about a persistent, strong odor. The woman was responsible for greeting visitors, operating the switchboard, and performing other customer-facing duties. Both colleagues and security guards reported being bothered by the odor. <\/p>\n\n

In discussions with her employer, the employee indicated that the issue was a medical problem. The employer then suggested involving the company physician to discuss the problem and explore possible solutions. The employee refused to cooperate. When the client also indicated that the receptionist was no longer welcome, the employer filed a petition with the small claims court to terminate the employment contract. <\/p>\n\n

The Court of Appeals’ ruling<\/strong><\/h4>\n\n

The subdistrict court granted the request for termination. The employee appealed, but the court of appeals upheld the ruling. The following factor played an important role in this decision: <\/p>\n\n