Workplace dress code best practices

The lines between what is and isn’t acceptable to wear to work have blurred in recent years as hybrid working has become the norm and formal office attire seems a little outdated.  What are modern workplace dress code rules and how do you implement them?

The truth is, there are no rules and you can devise your workplace dress code policy as you see fit. If you’re in the legal/banking industry or are a high-end consumer-facing luxury brand, for example, you might stipulate that suits and formal workwear are a must.  However, that won’t work for a hairdressing salon trying to attract young clientele.

The point is, it’s up to you to decide what is and isn’t acceptable and you should have a policy in place – if you don’t, there will always come a day when one of your staff members turns up in something that pushes the bounds of acceptability – it might be shorts, ripped jeans, flip flops, etc.

Before you define your workplace dress policy, think about how your staff will feel about having to wear certain types of clothing. Their comfort is important but work clothing must also align with your organisation’s culture.

Bear in mind that if you impose a dress code policy that’s too strict, you might find it alienates talented applicants. For example, 79% of millennials think they should be allowed to wear jeans to work and a young company may feel the same whereas denim could be frowned upon in some industries.

Why dress code in the workplace matters

Your staff represent your brand and if they are dressed in a way that doesn’t align with that, it might confuse customers or collaborators. Getting a workplace dress code spot on is a good way to increase customer loyalty. 

You might even decide that a workplace uniform is your best option. This works well in situations such as department stores, banks, hotels, etc where uniformity is key – it means that people can instantly tell the difference between staff members and customers.

Making sure that your staff adhere to similar dress code standards can also bring a sense of belonging – for example, if everyone is in black trousers and a white top, there is a feeling that everyone is part of the same team.

Disadvantages of dress code in the workplace

A workplace dress code policy that isn’t well thought out can lead to discrimination. For example, if men are told to wear a suit and tie but women are told vaguely to wear similar clothes, they may find the instructions difficult to decipher. What is the female equivalent of a suit? Must it be an actual suit? Or would a dress count?

Male staff might argue that their female colleagues have more freedom, while women may complain that they don’t have clear guidelines.

You also need to ensure that your dress code doesn’t discriminate against any of the following:

• Disability
• Age
• Gender
• Pregnancy
• Race
• Religion
• Sexual orientation

Under no circumstances should you ban staff from wearing anything that allows them to express their religious beliefs. 

A dress code policy that is too restrictive, might deter younger talent who prefer forward-thinking organisations that allow personal expression and are less rules-based and more focused on getting the best out of their teams.

Health and safety considerations

Hygiene plus health and safety should be paramount in a workplace dress code policy. If your business involves food and beverages, hospitality, medical care or laboratory work then it’s important that your dress code is strict and that all staff know it must be followed.

Safety equipment such as goggles, overalls, etc should be made available to any staff members whose job requires them.

Ask your staff to help devise the policy

It’s always advisable to involve staff when deciding what they should wear to work if you don’t already have a policy in place, and if you do, it’s worth asking them if there are any aspects of it they don’t like.

You should explain your workplace dress code to staff members before they join the business and if you require them to wear a uniform, it’s a good idea to offer them compensation as it may go against rules for those earning a minimum wage.

Be practical in your choices and where possible, allow your staff members the freedom to express their personality as long as it is within the bounds of your brand guidelines.