To address concerns about an employee potentially smelling of marijuana, the first step for managers is to determine if the employee is impaired or under the influence. Doing so is particularly important if the employee is in a position where safety is critical. Don’t assume, however, that someone is high just because they smell of marijuana. 

Testing for marijuana is not an option as it stays in the system for up to 30 days. It is also legal in 21 states recreationally.  What you need to do is look for signs such as bloodshot eyes, slurred speech, inability to focus on a task, or balance issues. 

Even if marijuana is legal in your state, employers don’t need to accept employees being stoned at work. It’s worth noting that some states prohibit employment discrimination against recreational marijuana users, so ensure your managers are adequately trained on this subject.

Even if employees aren’t stoned you might want to ensure your company’s dress code covers strong and offensive odors. It’s important to outline your organization’s expectations in a written policy and to apply the policy consistently.

If the employee does not seem impaired, have a private conversation with them and approach the issue respectfully.  Help them understand strong odors could have harmful effects on others, potentially causing allergic reactions, migraines, or breathing problems, and work with the employee to find a solution to reduce the odor.