How To Politely Ask Coworkers Not To Eat Smelly Food In Shared Spaces

In shared work environments, the kitchen or break room is often a hub of social interaction and brief respite from daily tasks. However, it can also become a source of tension when strong-smelling foods—like fish, curries, reheated leftovers, or durian—fill the air. While everyone has the right to enjoy their meals, overpowering odors can be distracting, uncomfortable, or even trigger nausea or migraines in sensitive individuals. The challenge lies in addressing the issue without offending colleagues or creating workplace friction.

Navigating this delicate topic requires emotional intelligence, tact, and clear communication. A poorly worded comment can escalate into resentment, while a thoughtful approach can foster mutual respect. This guide offers practical, professional strategies for addressing smelly food in shared spaces—ensuring comfort for all while maintaining positive working relationships.

Understand the Root of the Issue

The first step in resolving any workplace concern is understanding its context. Smelly food isn’t inherently “bad”—many cultural dishes have bold aromas that are cherished at home but may be overwhelming in confined office spaces. What one person views as delicious, another might find unbearable after hours of exposure.

It’s also important to recognize that some employees may not realize how far smells travel in HVAC systems or small kitchens. Others may rely on affordable, convenient meals that happen to be pungent. Assuming ill intent only complicates the situation. Instead, frame the conversation around shared comfort rather than personal judgment.

“Workplace harmony depends less on what people eat and more on how we communicate about boundaries.” — Dr. Lena Patel, Organizational Psychologist

Choose the Right Approach: Direct vs. Indirect Communication

How you raise the issue matters as much as the message itself. There are two primary paths: direct and indirect. Each has pros and cons depending on your office culture and relationship with your coworkers.

Direct Approach: Speaking One-on-One

If you have a good rapport with the individual, a private, respectful conversation is often the most effective method. Avoid public confrontations or group shaming, which can lead to embarrassment and defensiveness.

Use neutral language and focus on impact rather than blame. For example:

• Instead of: “Your lunch stinks every day.”
• Say: “Hey, I wanted to mention something gently—I’ve noticed some strong food smells in the kitchen lately, and since I’m sensitive to odors, it’s been a bit hard to focus afterward. I know it’s not intentional, but could we maybe discuss ways to keep the space comfortable for everyone?”

This phrasing uses “I” statements, acknowledges no malice, and invites collaboration.

Indirect Approach: Team-Wide or Policy-Based Solutions

If the issue affects multiple people or involves several coworkers, consider advocating for a broader solution. Propose a team discussion or suggest a gentle policy update through HR or management.

Tip: Frame the request as a wellness or productivity initiative. For example: “To support better air quality and comfort during work hours, perhaps we could agree on guidelines for strongly scented foods in shared areas.”

Step-by-Step Guide to Addressing Smelly Food Respectfully

Follow this structured process to handle the situation professionally and empathetically:

1. Assess the Impact: Determine whether the smell is truly disruptive or just momentarily noticeable. If it lingers for hours or causes physical discomfort, it’s worth addressing.
2. Identify the Source (Discreetly): Observe patterns without accusing. Is it one person? A recurring dish? Timing matters—reheating food at peak hours spreads odor faster.
3. Consider Cultural Sensitivity: Many aromatic dishes are staples in various cultures. Approach the topic with curiosity, not criticism. You might say, “I love learning about different cuisines—do you have tips on how to enjoy them here without overwhelming the space?”
4. Choose Your Moment: Bring it up privately, ideally when both parties are relaxed. Never during or right before mealtime.
5. Use Neutral, Inclusive Language: Focus on shared space norms, not personal habits. Avoid words like “smell,” “stink,” or “gross.” Opt for “strong aroma,” “lingering scent,” or “air quality.”
6. Offer Alternatives: Suggest solutions like eating near a window, using containers with tight seals, or reheating at off-peak times.
7. Follow Up Positively: If changes occur, acknowledge them. A simple “Thanks for being mindful of the kitchen—it really helps!” goes a long way.

Do’s and Don’ts When Discussing Food Odors at Work

Do	Don’t
Do use “I” statements (“I’m sensitive to smells”)	Don’t use accusatory language (“You always bring smelly food”)
Do suggest compromises (“Maybe we can designate a vented area?”)	Don’t demand immediate change without discussion
Do acknowledge cultural value of diverse foods	Don’t stereotype or make assumptions based on cuisine
Do involve HR if the issue persists and affects well-being	Don’t gossip or complain to others behind someone’s back
Do propose team agreements or signage as a group effort	Don’t post passive-aggressive notes like “Some people need to stop bringing fish!”

Mini Case Study: Resolving a Reheating Conflict in a Tech Startup

In a mid-sized tech company in Portland, employees began complaining about the persistent smell of garlic and onions wafting from the kitchen each afternoon. One developer, Mark, experienced headaches that he traced to the daily reheating of stir-fries. Rather than confronting individuals, he approached his manager with a suggestion: host a “Kitchen Etiquette” discussion during a team meeting.

He framed it positively: “Many of us love cooking and bringing homemade meals. How can we make sure everyone feels comfortable in shared spaces?” The team responded well. They agreed on a few informal rules: avoid microwaving strongly scented foods between 12–2 PM, use covered containers, and open windows when possible. They even added a small fan near the microwave.

Within weeks, complaints dropped by 80%. More importantly, morale improved because the solution felt collaborative, not punitive. Mark later said, “I didn’t want to police anyone’s lunch. I just wanted to breathe easier—and now we all do.”

Create Shared Norms: Building a Culture of Consideration

One-time conversations help, but lasting change comes from establishing shared expectations. Encourage your team or HR to draft light-touch guidelines for shared spaces. These don’t need to be strict policies—just gentle reminders posted in the kitchen.

Examples include:

• “Please cover food when reheating to minimize odors.”
• “We appreciate meals from all cultures! Consider seating near ventilation if your dish is strongly scented.”
• “Let’s keep our shared kitchen fresh and welcoming for everyone.”

When norms come from the group, they feel inclusive rather than targeted. Rotate responsibility for kitchen cleanliness or air quality checks to reinforce collective ownership.

Checklist: How to Handle Smelly Food in the Office Professionally

Use this checklist to ensure your approach is respectful and effective:

• ✅ Assess whether the odor genuinely disrupts work or well-being
• ✅ Identify patterns without assigning blame
• ✅ Choose a private, calm moment to speak (if addressing someone directly)
• ✅ Use “I” statements and non-judgmental language
• ✅ Offer practical alternatives (e.g., better containers, timing adjustments)
• ✅ Suggest team-level solutions if multiple people are affected
• ✅ Follow up with appreciation when improvements are made
• ✅ Escalate to HR only if the issue persists and impacts health or safety

FAQ: Common Questions About Addressing Smelly Food at Work

What if the person gets defensive or upset?

Stay calm and reaffirm that your intention isn’t to criticize their choices. Say, “I completely understand—this isn’t about your food being ‘wrong.’ It’s just that the smell travels more than we realize, and I wanted to see if there’s a way we can both feel comfortable.” Most people respond better when they feel heard, not attacked.

Can employers ban certain foods?

Legally, outright bans on culturally specific foods could raise discrimination concerns. However, companies can implement neutral policies about reheating strong-smelling foods or maintaining air quality. The key is focusing on behavior (e.g., “Avoid microwaving pungent items during peak hours”) rather than targeting cuisines.

What if I’m the only one bothered by the smell?

Your comfort matters too. If the odor affects your concentration or health, you have a right to speak up—just do so respectfully. You might say, “I know I might be more sensitive than others, but the lingering smells make it hard for me to stay focused. Could we explore small changes that wouldn’t inconvenience anyone too much?”

Conclusion: Foster Respect Through Thoughtful Communication

Shared workspaces thrive when employees treat each other with empathy and consideration. Food is deeply personal and cultural, but so is the need for a clean, comfortable environment. By approaching the topic of smelly food with tact, clarity, and collaboration, you can protect both well-being and workplace harmony.

Remember: the goal isn’t to eliminate flavorful meals, but to create a space where everyone—regardless of diet or sensitivity—can work comfortably. Whether through a quiet conversation, a team agreement, or a simple sign in the kitchen, small actions can lead to meaningful change.

💬 Have you successfully navigated a similar situation at work? Share your story or tip in the comments—your experience could help someone else handle it with grace.