As an employer, you generally can set up a dress code if you want. Some companies do this to create a better work environment. In other cases, it’s to assist consumers—for example, a store that requires all employees to wear the same type of polo shirt so that customers can quickly identify who to talk to if they have questions.
If you are setting up a dress code, however, it’s important to ensure that you do so properly and legally. Here are a few tips to help this process go smoothly.
If using uniforms, be sure they’re necessary
First of all, there are some situations in which dress codes are not necessary, such as when workers don’t interact with customers at all. You may not be able to require workers to wear a specific uniform.
For example, if someone works in an office answering phone calls and emails, you may be able to tell them that they have to wear “business professional” attire, but you may not be allowed to mandate that they wear a specific company uniform. However, if they work on the floor at a retail center where they interact with customers, a uniform may be permitted, as noted above.
Make sure the dress code isn’t discriminatory
With either type of dress code, another key is to ensure that it isn’t discriminatory in any way. If it is, then your dress code could be illegal.
For instance, you can’t require employees to wear uniforms that intentionally violate their religious beliefs. You also can’t set up a dress code that only applies to workers of a certain age or gender. As a general rule, the dress code must impact all employees equally. Take the time to familiarize yourself with protected classes, such as sex, gender, age, religion, national origin and race.
Navigating disputes
These tips can help you set up a dress code, but you may still encounter disputes with some of your employees. If so, be sure you know what legal steps to take.