Workplace Dress Code Policy: Key Factors to Consider

Here are the key points to consider when developing a workplace dress code policy:

What brand image do you want to project to the public and your clients? How does your company’s dress code influence your outreach and the impression you make on professional contacts? Your answers to these questions will guide your policy: if you want a classic corporate image, you’ll likely exclude sneakers and piercings from the dress code.

However, it is good to remember that the traditional view of what professional attire should look like has evolved over the years. Dress codes that are too strict may not have as positive an impact as one might think. We recommend balancing corporate dress code with allowing employees to express their personal style.

Dress code policies are more widespread in specific industries (such as customer service or consulting). Use best practices from your industry to create an appropriate workplace dress code policy. Keep in mind that there will likely be adjustments to make in order to match the reality of your various departments: some employees never face clients in their professional lives and may be reluctant to follow a strict dress code.

Imposing uncomfortable work attire on your employees… would be quite a counterproductive move on your part. Instead, you should consider attire that is easy to wear on any occasion and adaptable to seasonal changes. Nobody wants to be forbidden from wearing short sleeves in summer! It’s essential to tailor your dress code to your organizational reality and your team’s needs.

Asking female employees to wear high heels and a skirt suit is clearly outdated – and for good reason. Your company dress code should be fair for everyone and consider the individual needs of your workers (such as visible or invisible disabilities). Don’t hesitate to survey your employees to find a solution that will be relevant and well-accepted.

Workplace safety should remain at the forefront of your priorities when establishing a dress code policy.

For example, if your employees work with machinery, you can require them to tie their hair back or avoid wearing jewelry and accessories. You can justify these restrictions by emphasizing the importance of health and safety at work.

The law allows an employer to impose a dress code on employees under certain restrictions:

• A workplace attire standard must be justified by the role and associated tasks;
• The dress code must not infringe on employees’ fundamental rights;
• It should be consistent for all employees to prevent discrimination;
• The employer cannot add to the dress policy whenever they wish.

The dress code should be included in your employee handbook, as well as in the onboarding plan shared with new hires upon their recruitment. It can even be specified in the job offer letter you send them at the end of the selection process. Employees need to be aware of your workplace dress policy as soon as it takes effect to avoid misunderstandings and ensure compliance.

Remember that once it has been established, your dress code cannot be changed on a whim. Therefore, it’s important to take the time to build your policy so that you avoid potential complications in the future.

Here is an additional tip to conclude this article: consider implementing a dress code that aligns with your company culture and organizational values. If you’re uncertain about its benefits and feel it may alienate employees, survey them beforehand to find a solution that benefits your workers and your company. As with any other organizational policy, the key is to communicate openly and transparently with your teams!