For those working in an office environment, there was a written or unwritten rule regarding smarter standards of dress. However, since we continue to work hybrid, employees may have got used to a more casual style of dress and this change has translated into the office working environment. This cultural shift has led to a number of queries that has left employers pondering on the term to dress appropriately for work.

At Advo, we frequently get asked questions about dress code and the appearance of employees at work. If an employee attends work and the perception is that they are scruffy poorly groomed or dressed ‘inappropriately’, this can lead to a difficult conversation. An employee’s appearance can be subjective and addressing such subject can be awkward for managers!

Dress code can be a written or unwritten code of practice that companies adopt as a type of workplace etiquette. The strict adherence to dress code rules often varies from company to company and there are advantages and disadvantages to setting these rules.

For example, dress codes clarify the expectations of the employer and helps the employee to adhere to the company dress culture, promoting professionalism, team spirit and uniformity. Think about McDonalds and Apple, there is a definite dress code within these organisations!

Some companies may want employees to retain their office dress code whilst working from home – where they either deal with clients who are used to a certain type of decorum, or have internal virtual meetings where making a good impression is key. However, a well-reported incident from 2015 comes to mind as a major disadvantage to some company dress code requirements.

The incident involved a temporary receptionist who was sent home without pay from PWC after she refused to wear two-to-four-inch high heeled shoes and complained that such requests were not being made of her male colleagues. She argued that she would not have been able to work a nine-hour shift in heels and the result was the publication of specific Government guidance, released in May 2018, which sets out the rules for dress codes.

This guidance explains that whilst dress code policies for men and women can differ, an equivalent level of smartness for workers of all sexes must be imposed. However, despite this guidance that was introduced some five years ago, recent reports have shown that 34% of women workers have been told to wear more make-up on virtual calls! This comment would clearly not be made to men so this would immediately be an incident of direct sex discrimination.

It is advisable to avoid gender specific prescriptive requirements, e.g. the requirement to wear make-up, have manicured nails, wear hair in certain styles or to wear specific types of hosiery or skirts is likely to be unlawful, assuming there is no equivalent requirement for men.

A dress code that requires all employees to ‘dress smartly’ would be lawful, provided the definition of ‘smart’ is reasonable. For example, a two-piece suit in a similar colour for both men and women, with low-heeled shoes for both sexes.

There is also the need to think of other protected characteristics when you make a dress code, e.g. religion and belief etc. It would be extremely difficult to stop any employee from loose religious clothing or certain headpieces or wearing an article that lets them express their faith.

A lot of businesses adopt a loose ‘casual’ dress code policy or say that everyone should dress appropriately.  They may adopt a clause that states that they trust employees to make the right decision about what they wear, ensuring that they are comfortable but also that they represent the company in the right way at the right time. If you are considering adopting this type of approach, it may be helpful to provide employees with some broad guidance. This would then avoid subjective decisions and managers having to have difficult conversations about the term appropriateness.

Also consider rising temperatures through the spring and summer can make traditional office attire feel impractical, refreshing dress code guidance can be a small but meaningful step toward a more comfortable, inclusive, and modern workplace. The goal is not to lower standards, but to evolve them in a way that reflects both the climate and modern working norms.

If you are thinking about setting or revising a dress code, please consider the reasoning behind your dress code, avoiding any discriminatory elements   Advo would recommend dress codes work best when they are built on trust. When employees understand expectations and feel respected, they are more likely to make thoughtful choices that reflect both personal style and workplace standards.

Here at Advo, we can create any of the above policies, aligned to your business and provide advice on your current processes. Get in touch with our consultants today for further advice and support.

Article written by Advo’s HR Manager, Jenni Welch.