“Are you really going out in that!?” 10 tips for developing employee dress code policies

As warm weather approaches, employee dress habits tend to become more relaxed. With the summer months almost here, now is the perfect time to review your company’s dress code policy. Not only is inappropriate dress a distraction, some employees may find it offensive. And while employee productivity is certainly a concern, company image may also be compromised by poor workplace dress habits. Your employees’ appearance is directly tied to your company’s image and an inappropriately dressed staff doesn’t promote the company in a positive light.Below are 10 important considerations when developing a dress code policy to ensure that your employees dress for success:

1. Communicate the reasons for your company’s dress code. Your dress code policy should align with your company’s philosophy, mission, and business strategy. If your company is more traditional, a conservative dress code may be most appropriate. However, if your company is more creative or cutting edge, your dress code may be a bit more relaxed. For employees to buy-in, there needs to be a connection between what the company does and the image you wish to portray.
   

2. Think about the work employees do. Sometimes the type of work employees do will dictate how they should dress.For example, an employee working in a production facility should not be permitted to wear open-toed shoes due to obvious safety concerns. However, because this individual works with machinery, he or she may be permitted to dress more casually than other employees with regular exposure to clients or customers.
   

3. Will casual days be permitted? Comfortable dress has been shown to boost employee morale. As such, many employers have implemented “Casual Fridays” as a benefit for their employees. If you okay casual dress days, it is important to define what “casual” means (e.g., maybe jeans are acceptable, but not sweat pants) and indicate when employees are permitted to dress casually.
   

4. Be specific about what’s prohibited. Provide examples of what is, and what is not appropriate dress for your office. Include in your policy that, for example, opened-toed shoes, tank tops, short skirts, and revealing and form-fitting clothing are not permitted. Also, be sure to indicate the type of attire you expect your employees to wear with examples included. Specificity will ensure employees understand exactly what is, and what is not, allowed at work.
5. Appearance doesn’t just mean clothing. Polices relating to personal appearance should not only regulate employee dress, but they should also communicate guidelines relating to hygiene and other physical characteristics, such as piercings, tattoos, or facial hair.

6. Consider discrimination concerns. To avoid legal liability, make sure your policy does not adversely affect employees of a protected group. For instance, women have argued that requiring them to wear skirts or dresses is discriminatory. Make sure your policies apply evenhandedly to all employees. Dress codes should never favor one gender over the other or certain religions, races, or employees of a particular national origin.

7. Disciplinary action. It is important to clearly state the repercussions for failing to comply with your company’s dress code policy. Will employees be sent home to change? If so, will they be paid for their time spent away from work? Will employees be issued warnings based on the number of offenses as well as the severity of the violation? Whatever consequences you decide to apply to your dress code, make sure your employees are aware of it. When employees understand the consequences, they are more likely to abide by the policy.

8. Promote awareness for the policy. Employees must be aware of your company’s dress code policy in order to comply with it. Remember to reinforce the policy during company meetings, through company memos, and throughout the orientation process.

9. Be a role model to your employees. Dress how you would like your employees to dress. You can’t expect employees to wear a suit and tie if company executives show up in jeans.

10. Apply the policy consistently. To avoid allegations of discrimination, be sure to consistently apply your dress code policy. Policies are intended to ensure everyone is treated fairly and that all employees are held to the same standards. It’s important to train your managers to consistently respond to dress code violations and to always follow company policy when doing so.

There are a variety of issues that should be addressed when determining an appropriate dress code policy for your company. Consider the image you would like to portray to clients and customers as well as the policy’s implications on employee performance and morale. Regardless of the policy you decide to incorporate, it should be clearly communicated and consistently applied.