Feeling hot hot hot!
Summer is here and with that comes the expectation of employees that their employer will allow the usual office dress code to be relaxed.
In our recent dress code survey 29% of respondents relaxed their dress code in the summer months, allowing staff to remove ties and wear flip flops. However 34% of respondents reported having to deal with employees dressing inappropriately. Offending items included revealing low cut cropped tops, short skirts and shorts. Encouragingly, most employers were able to deal with issues informally by asking the employee to return home and change or by having a 'quiet word' to explain that their dress was inappropriate and asking the employee not to wear it again. 25% of respondents had also received complaints from other employees or third parties in relation to an employee's dress.
90% of respondents believed that there are clear benefits to having a dress code policy. Some of the comments included:-
• It provides a statement about the company and its professionalism
• A dress code creates a more professional image, allowing employees to concentrate on work and discouraging sexual harassment
• Applying a dress code avoids employees wearing inappropriate clothing in the workplace
• A dress code engenders trust and respect
• A code provides clarity to staff and ensures consistency of approach
• In the UK people are starting to dress more casually at work and it is important to remind people of business attire.
Clearly having an effective dress code is an important issue for employers generally and also when dealing with seasonal differences. Below are some top tips to consider when dealing with dress codes generally.
• Make sure you have a clear and understandable dress code so that employees know what is required. If possible give examples of the types of dress that are acceptable and items of dress that are not allowed in the workplace E.g. denim clothing, football shirts, tattoos and piercings.
• The requirements of your dress code should not go beyond what is necessary and appropriate for the particular job/workplace.
• Communicate the policy to all your employees and make sure they are aware of where they can obtain a copy of it.
• Make sure your dress code is applied even-handedly between men and women. Dress codes which differentiate between the sexes are not automatically unfair but employers should ensure they require the same degree of formality in relation to men and women.
• Minimise allegations of discrimination on the basis of religion or belief. The recent case of Eweida v British Airways highlights the sensitivity of dress codes and religion. BA's uniform policy prevented Eweida a Christian employee from wearing a crucifix. She claimed discrimination on the basis of her religious beliefs. Although the employee was ultimately unsuccessful the case demonstrates that where a dress code or policy does disadvantage a group, the employer will have to consider whether the dress code is justified and whether there are any other alternatives which are less discriminatory that could be used.
• Be flexible. Make sure you review your dress code regularly to ensure that it reflects changing attitudes and culture.
• Where you are introducing a dress code policy for the first time make sure you consult with employees or their representatives to ensure you are aware of any particular issues/concerns of employees.
• If an employee breaks the dress code, be sure he or she understands what the problem is and how it can be resolved. Apply any penalty/action consistently.
• Where you are relaxing your dress code for the summer make sure your employees are clear of the boundaries e.g. is a tie required, are flip flops allowed, can women (and men!) wear sleeveless tops etc.