As an employer, you may believe that a dress code would enhance the workplace. Maybe you just want it to feel more professional or you want a greater sense of consistency among the staff. Maybe you want a very specific dress code, such as a company uniform, because it makes it easier for customers to identify staff members.
But you may also be worried about giving your employees regulations that may infringe upon their rights. Are you actually allowed to tell them what they have to wear to work? Are there any mistakes you should be aware of, and what steps do you need to take to set up your dress code legally?
Equal application for all employees
You can create a dress code, but it is important for it not to be discriminatory in nature. It needs to apply equally to everyone. You cannot give some employees a dress code and exempt others based on protected classes.
For example, perhaps you have both male and female employees. If you institute an overall dress code for all of them, that is fine, such as telling them they need to wear business casual attire. But if you only set up a dress code for female employees, while not giving any regulations at all to male employees, that could be gender discrimination.
It is also important to consider how a dress code affects employees in certain classes, even if you never intended to target them specifically. Consider if certain employees have a religious or ethnic background that influences how they dress, and be sure not to make rules that infringe upon their rights.
Instituting your dress code
As you can see, while dress codes are legally permitted, it can be a bit complicated to set them up, and conflicts can sometimes arise. Make sure you understand all of your legal options in this position.
