The workplace dress code

A summary of this article:

Definition

A dress code defines the clothing appropriate for staff to wear in the workplace.

Different types of dress codes

Different industries will require different dress codes, such as uniforms of formal attire, depending on the environment.

Inclusive dress codes all staff

Businesses must strive to ensure dress code policies do not discriminate.

Dress code health & safety

Dress codes must also comply with health and safety laws; this may mean PPE is required.

A dress code policy helps you set a standard for employees and communicate your professional expectations, as well as give you control over how your business can be perceived. 

Whether you have an office and want people to dress in business casual clothing, or you’ve opened a trendy café and want your employees to express themselves and dress casually, a dress code policy will make this clear and enforceable. 

What is your dress code in the workplace?

In many workplaces today, a formal dress code is outdated.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 knitted sweaters, 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 sweaters allowed during the winter. 

But what happens when that 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. 

What is your workplace?

Many retail stores, cafes and bars have relaxed their dress codes over time, often encouraging their staff to show off their tattoos, piercings, vibrant hairstyle and dress choices to make all customers feel welcome. 

This is particularly true of brands that try to capture the young adult and student markets—people who are most likely to experiment with their appearance and fashion sense. 

Such relaxed dress codes can increase brand loyalty if a customer feels an association with the company. 

But, in a retail store—if no one's wearing a uniform, how can a customer find a member of staff without having to go to the checkout? 

You could use nametags. 

But maybe a uniform would make your staff easier to identify. 

If you walk into one of Apple's stores, all staff wear a blue shirt with the white Apple logo. It's so simple. 

McDonald's staff wear a head-to-toe uniform. They are recognizable. Customers know who to talk to if they have a problem. 

Your uniform can form part of your marketing and image if you know that your brand is important to people. 

What about office workplaces?

Obviously, not every workplace involves face-to-face dealings with customers. And if a person's sitting at a desk all day using a computer and a phone, is a certain dress code policy necessary? 

Some people would argue that this is the perfect place for staff to express themselves. Why not free the tattoos, piercings, and ripped clothes? 

Others would disagree and say that a dress code—no matter how formal or casual—brings a sense of belonging to a workplace. If everyone's wearing their "black jeans and orange polo shirt," you can push towards goals with unity and pride. 

Avoid dress code discrimination

Many businesses that enforce a corporate dress code make the mistake of asking men to wear a suit and tie but give women the vague order of business dress. 

This is problematic. On the one hand, women could argue that they have more margin for error because their dress code is vague. 

On the other hand, men could be upset that their dress code is more rigid and gives them less choice. 

There's also the need to think of protected characteristics when you make a dress code. 

The Canadian Human Rights Act (CHRA) prohibits discrimination on the following grounds: 

• Race 

• Nationality 

• Ethnic origin 

• Color 

• Religion 

• Age 

• Sex 

• Sexual orientation 

• Gender identity 

• Marital and family status 

• Disability 

• Genetic characteristics 

You must not restrict one gender or sex more than another, but sticking to 'conventional' attire for each sex is fine. 

Nor can you discriminate against someone's religion by banning them from wearing an article that lets them express their faith. Unless that is, you have a neutral dress rule that bans any sort of expression, whether religious or political, and you have a good reason for doing so. 

In jobs where loose religious clothing or certain headpieces could threaten staff safety, you might be able to justify restrictions on religious clothing. 

You should clarify all of this in your dress code policy. 

Health & safety

When creating your dress code, you want to be mindful of health & safety at the same time. This can range from requiring scrubs in healthcare settings to consider hygiene or banning loose clothing if your employees work in an environment where it could get caught in machinery or moving parts. 

These above points being reinforced by your dress code policy make it even clearer that you are dedicated to employee safety. 

Dress code in the workplace policy 

Your policy's your chance to list your dress code in the workplace examples. Whether that's jeans and a button-down shirt as mentioned earlier, or something more rigid, it's better to be specific than vague. 

Be clear about what you will and won't allow. 

Is there a "one size fits all"?

There's never one of these, is there? 

To add a great dress code to your workplace, do the following: 

• Involve the opinions of your staff in assessing the current dress code and if you choose to make a new one. 

• Be fair to your employees and consider the impact a change in dress code might have. 

• Tell your staff when they start working for you about the dress code requirements and communicate all changes whenever you make them. 

• Make sure your dress code policy is accessible and easy to read. 

• Be practical (Neither a chef nor a lifeguard, for example, would benefit from wearing a suit while at work). 

Consider a balance. People are happy when they can express their personalities, but you might want to make sure you have a brand image that people recognize. 

If you need more ideas, why not visit some of your favorite businesses to see what their staff wear. You might find the inspiration you're looking for to create your company's perfect dress code. 

Get help with creating a dress code policy

Did you know that BrightHR has an HR document library with hundreds of customizable policy templates? Plus, a 24/7 employment relations advice line to help you with any issues you may have with implementing your dress code policy.  

See for yourself how BrightHR can help your business today by booking a free demo.