The workplace dress code

A dress code at work can play a crucial role in establishing a professional environment and promoting an organisation's culture. If you're trying to put one into effect but don't know where to start, don't worry, we're here to help. What is your dress code in the workplace? 

In many workplaces today, the formal dress code is outdated. People are encouraged to wear clothes that make them feel comfortable—in the hope that productivity and results will increase. 

But you need to think about your workplace and what effects will come from your staff wearing different outfits. 

From t-shirts to woolly jumpers, to that one person who keeps their suit on because that's their idea of workplace attire. 

You must be ready for your employees to see what they can get away with, too. Your dress code might be specific, for example, black jeans and a white button-down shirt or a blouse, with jumpers allowed during the winter. 

But what happens when one person wears ripped jeans for the first time? 

With a policy in place, you can address cases where people do not meet the dress code. 

Why Implement a Dress Code? 

Before diving into the specifics, it's essential to understand the key reasons for having a dress code: 

Professional Image: A well-defined dress code helps project a professional image to clients and customers, enhancing your company's credibility. 

Clear Expectations: A dress code eliminates ambiguity by clearly outlining what is considered appropriate attire, reducing potential misunderstandings. 

Brand Building: The dress code can reflect and reinforce your company's brand identity, creating a consistent and recognisable image. 

Team Unity: A shared dress code can foster a sense of belonging and unity among employees, promoting teamwork and collaboration. 

Safety First: In certain industries, a dress code is crucial for ensuring employee safety by prohibiting clothing that could pose a hazard 

Key Considerations for UK Small Businesses 

When creating a dress code, small businesses in the UK must consider several crucial factors: 

Legal Compliance: 

Discrimination: Ensure your dress code does not discriminate against employees based on sex, religion, disability, or any other protected characteristic under the Equality Act 2010. 

Religious dress: Be mindful of religious requirements regarding clothing and head coverings. 

Health and Safety: 

Risk Assessment: Conduct a thorough risk assessment to identify any potential hazards related to clothing, such as loose garments around machinery. 

Protective Gear: Provide necessary protective gear and ensure it is worn correctly. This is especially important in sectors like the construction sector where a high number of workplace hazards are reported.  

Cost: 

Uniform Costs: Consider the financial burden on employees if you require specific uniforms or attire. 

Financial Assistance: Explore options for providing financial assistance or tax relief for uniform costs. 

Inclusivity: 

Diverse Needs: Take into account the diverse needs and preferences of your employees, including those with disabilities or specific cultural backgrounds. 

Comfort: Ensure the dress code allows for comfortable and practical clothing, especially for those performing physical tasks 

Crafting Your Dress Code: A Step-by-Step Approach 

Follow these steps to create a comprehensive and effective dress code: 

State the Purpose: 

• Clearly articulate the reasons for implementing the dress code 

• Explain how it aligns with the company's values and goals 

Gather Employee Input: 

• Solicit feedback from employees through surveys, meetings, or informal discussions 

• Address concerns and incorporate suggestions where possible 

Provide Clear and Specific Guidelines: 

• Avoid vague language; use precise terms to describe acceptable and unacceptable attire 

• Include visual examples or illustrations for clarity 

Define Acceptable and Unacceptable Attire: 

• Create a detailed list of clothing items that are permitted and prohibited. 

• Consider different categories such as footwear, headwear, jewelry, and accessories. 

Outline Enforcement Procedures: 

• Explain how the dress code will be monitored and enforced. 

• Establish a clear process for addressing violations, including warnings and disciplinary actions. 

Establish a Process for Exemptions: 

• Provide a mechanism for employees to request exemptions based on religious, medical, or other legitimate reasons. 

• Ensure requests are handled with sensitivity and confidentiality. 

What to Avoid in Your Dress Code 

To prevent potential issues, steer clear of the following: 

Gender-Specific Rules: 

• Avoid dress codes that apply different standards to men and women, such as specifying skirt lengths for women but not addressing comparable standards for men. 

• Ensure rules are equitable and non-discriminatory. 

Hair Restrictions: 

• Be cautious about implementing strict hair-related requirements that may disproportionately affect certain ethnic or cultural groups. 

• Focus on maintaining a professional appearance without infringing on personal expression. 

Limitations on Personal Expression: 

• Allow room for individuality and personal style within reasonable limits. 

• Recognise that employees' clothing choices can contribute to their sense of identity and well-being. 

Types of Workplace Dress Codes 

Different businesses require different levels of formality. Here are common types of dress codes to consider: 

• Business Formal: The most formal dress code, typically involving traditional suits, dress shirts, ties, and formal footwear. 

• Business Professional: Slightly less formal than business formal, allowing for more flexibility in color and style while maintaining a professional appearance. 

• Business Casual: A relaxed yet professional dress code that may include collared shirts, sweaters, chinos, and blazers. 

• Casual: The most relaxed dress code, permitting comfortable and informal clothing such as jeans, t-shirts, and sneakers, while still maintaining a level of appropriateness. 

Communicating the Dress Code Effectively 

Effective communication is crucial for ensuring employee understanding and compliance: 

• Include dress codes in the employee handbook: Incorporate the dress code into your employee handbook, making it easily accessible to all staff members. 

• Provide training sessions to explain the dress code in detail and address any questions or concerns. 

• Periodically remind employees of the dress code through email, newsletters, or bulletin boards. 

• Use posters or digital displays to showcase examples of appropriate and inappropriate attire. Safety signs may be necessary for certain types of protective gear such as hard hats, high-vis jackets, and closed-toe shoes.  

Regularly Review and Update 

A dress code should not be a static document. It's essential to: 

• Stay Current: Update the policy as needed to reflect changes in fashion trends, workplace norms, or legal requirements. 

• Seek Ongoing Feedback: Continue to solicit feedback from employees and make adjustments based on their input. 

• Address Concerns: Promptly address any concerns or complaints related to the dress code to maintain a positive work environment. 

Additional Tips for Success:  

Other ways to ensure your dress code works effectively includes:

Be Flexible:

Allow for some flexibility to accommodate individual circumstances or preferences. 

Consider the Weather:

Factor in seasonal changes and adjust the dress code accordingly to ensure comfort. 

Strike a Balance:

Find a balance between professionalism and personal style to foster a positive and inclusive workplace. 

By following these guidelines, UK small businesses can create and implement a dress code that enhances their professional image, promotes team unity, and ensures a safe and inclusive work environment. 

For advice from the experts, get in touch with our HR experts on the BrightAdvice line. Discover all the tools and features BrightHR's HR software can offer your small business with a free demo.