Q&A with The Workplace Advisors – November 2025

In this November Workplace Update, Paige McAllister, vice president of compliance at The Workplace Advisors, tackles a seasonal workplace concern — how employers can allow personal workspace decorations while maintaining a safe, comfortable, and distraction-free environment for the whole team.

Question: We allow employees to decorate their workstations, cubicles, and desks with personal items to help them feel more comfortable at work. However, a couple of people take it to extremes, especially during the holidays. They bring in scented candles, which irritate a co-worker with allergies, and have so many knick-knacks across their work surface that they don't have room to work. Is there anything we can do to get this under control without completely prohibiting personal decorations? 

Answer: This sounds like a classic situation: there are always one or two employees who need to push the limits of any perk or flex. As with most of those, you can set limits for personal decorations.

Consider limiting the number of items a person can have in their workspace. You can also limit the size and type to whatever you think would allow them to express their personality while also giving them the room to work without being distracting to others. For example, allow one or two small pictures and/or any diplomas. If they want to decorate for the holidays, allow one or two small pieces of decor. When they want to bring something new in, they need to remove something else.

You should strictly prohibit any discriminatory items, harassment, or sexual harassment (no more swimsuit or fireman calendars), as well as anything that would create a health or safety risk for any or all employees. You can also prohibit other items that impact the environment, such as those with scents, that make noise, that have flashing lights, or that are just distracting.

You shouldn't blame another coworker's needs for your decision (i.e., "You can't bring in anything scented because of Susie's allergies) but instead make it a general statement about making the workplace more comfortable for all.

If employees still cannot control their workspace, you can start disciplinary action or institute a strict prohibition on everything.