Dress for success
The value of having a dress code policy can easily be underestimated by employers. Putting a dress code policy in place has the potential to both drive productivity and promote unity in the workplace.
Why would my business need a dress code?
Dress codes are needed for a variety of reasons ranging from health & safety requirements to the image employers want to promote. Employers seeking to establish and maintain a certain corporate image will typically implement a dress code policy. Dress code policies form part of good employment practice. So long as the dress code is reasonable and relevant to the nature of the work carried out by your business, it will make a contribution to your business.
Uniform or dress code?
There is a subtle difference between dress codes and uniforms which should be made clear. A uniform policy will typically include specific details in relation to what needs to be worn, a branded shirt and dark slacks for example. A dress code should lean toward being more specific than general. If you need employees to wear a suit, then state that clearly in the policy rather than saying “business casual” for instance. If shirts are required, then you should clearly state what style or colours are allowed.
What if employees don’t dress appropriately
Employment policies are there for a reason and should be linked to your company’s disciplinary procedure. A one-off infringement of the dress code policy would warrant an informal chat with the employee in question. If an employee is consistently breaking the dress code policy, then the matter would need to be addressed formally under your disciplinary procedures.
The first stage involves issuing a letter of concern setting out the details and dates of how and when the policy was broken. It would also be good employment practice to re-issue the dress code policy to the employee along with the letter of concern. If the employee continues to dress inappropriately, the matter should be progressed using the company’s formal disciplinary procedures.
Discrimination risk
Employers must also ensure that dress code policies are not discriminatory by treating one particular group less favourably than another. A blanket ban on religious or political symbols could leave your business exposed to the risk of an indirect discrimination claim. Best employment practice suggests that a good dress policy allows flexibility for employees to subtly demonstrate their faith or beliefs, without compromising your business’ health & safety requirements or conflicting with the corporate image your company wants to present to clients and customers.
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