Dress to impress – but be fair and reasonable
30 Nov 2022
The way we dress at work can have a big impact on how we are perceived – and how we perceive others.
But asking staff to wear uniforms – or having a company dress code – can be something of a nightmare for any business in the modern world.
It’s worth noting that there is no legislation which specifically covers dress codes or uniforms, so you are largely free to decide what you want to implement in your own company. But there are important considerations – and plenty of ways you can find yourself in more trouble than you might have imagined.
The important thing to remember if you want to introduce work clothing or a dress code is to be clear. You should spell out to staff why you need the code, who it applies to, when it applies and what is likely to happen if staff do not comply.
If you do this, staff cannot simply refuse to wear the uniform or comply with the dress code unless they have a valid medical reason or the policy itself is discriminatory.
The issue of discrimination is a crucial one. You cannot introduce any policy which might discriminate against any employee based on the nine protected characteristics set out in the Equality Act 2010.
You’ll need to make reasonable adjustments for any member of staff with a qualifying disability and be careful not to introduce anything in your policy which would unreasonably conflict with an employee’s religion or religious beliefs.
Whilst dress codes for men and women do not have to be identical, they must be equivalent and must not be sexist or lead to harassment.
And in these days of heightened awareness of personal identity, you should be offering options suitable for a variety of different gender identities.
The Yorkshire Building Society has just introduced a uniform with traditional male and female designs but which can also be mixed and matched so that staff can find options which best suit them.
London-based company Jermyn Street Design (JSD) put together the new range after holding a number of consultations with Yorkshire Building Society staff.
Uniform designer Nihal Selimi said: “This was the first time Yorkshire Building Society had had a uniform designed specifically for them to their own requirements. It was important to them to achieve a fully inclusive range for all their employees regardless of their gender identity.
“Staff are selecting items from the range according to their own taste and style choices and this was really driven by the employees in the focus groups.”
Liz Booth, business support adviser for the Yorkshire Building Society, said: “Everyone has an allowance, and they can choose how to use it. They can select a more casual look or mix with more formal items. Everything works together and there really is something to suit everyone.
“We had never had a uniform designed specifically for us before, so there was a real buzz around seeing the designs for the first time. Because we couldn’t all meet in person, we had to rely on viewing the designs virtually. But we really trusted JSD and they kept us informed of progress throughout, really listened to us and delivered a fabulous look that is incredibly comfortable to work in.”
If you need help with any aspect of your employment policies just press the button for a free consultation.
