Acas recently published new dress code at work guidance.
There are numerous reasons why a dress code might be brought into place, which include health and safety issues or wearing a uniform to convey corporate image.
The new guidance proposes the following key points:
- Employers must avoid unlawful discrimination in any dress code policy
- Employers may have health and safety reasons for having certain standards
- Dress codes must apply to both men and women equally, although they may have different requirements
- Reasonable adjustments must be made for disabled people when dress codes are in place
Clothing
It’s important that a dress code is reasonable and relevant to the job, for example stipulating that certain jewellery should not be worn when operating machinery.
The code should also be non-discriminatory and apply equally to both men and women, although it might be necessary for standards to be different, for instance a policy for a man might refer to wearing a tie, whereas for a woman it might state “business dress” instead.
While some employers may require staff to wear smart clothing all year round, others may take a more relaxed approach to dressing in warmer months, depending on the nature of the business. In this instance, employers may still want to make clear certain limitations such as appropriate footwear due to health and safety.
When drafting your policy, ensure you have sound reasoning behind regulations. You may even consider consulting employees over the proposed policy. Once in place, make sure the dress code is communicated effectively to all employees. Those who do not comply with the standards may face disciplinary.
Tattoos and body piercings
To uphold the image of the company, some employers may ask workers to remove piercings or cover tattoos while at work. Be sure to have sound business reasons behind rules of this nature; present them in an official policy and communicate them properly to help staff understand the standards expected at work.
Religious dress
Some employees may dress in a certain way for religious reasons, although workers can be required not to wear certain items that could be considered a safety risk, for example loose clothing may be a hazard if operating machinery, or for another legitimate business reason.
If you wish to cover religious dress within your policy, be cautious as it’s advisable to allow groups or individual employees to wear articles of clothing or symbols that manifest their religious faith. Banning or restricting such items will need to be justified and connected to a real business or safety requirement.
