Some companies feel a dress code policy can come across as too restrictive. However, a company without a written dress policy will have difficulty reinforcing its dress standards. The key thing to remember when developing a policy is to focus on the business reasons for the standards.
In general, employers define their business environment as either “professional,” “business casual,” or “casual.”
- “Professional” attire typically means suits, shirts with ties and/or blazers, skirts, dresses, and dress shoes.
- “Business casual” attire incorporates professional attire, but may also include more casual clothing such as khakis, capri-style pants, sweaters, polo shirts, and loafer-style shoes or sandals.
- “Casual” attire is the most relaxed and may include jeans, t-shirts, sweatshirts, and tennis shoes.
In developing guidelines, you may want input from managers or employees to determine what is acceptable or unacceptable based on your company’s work environment. Eliminate the potential for discrimination by considering ethnic and religious dress requirements and remember to use consistency in enforcing dress codes to minimize the possibility that employees may feel singled out.
Providing parameters and examples of what is considered appropriate for your business will ensure the policy’s success.
Once you’ve defined your business environment and have given examples of appropriate attire, remember to address clothing choices that are clearly inappropriate. First, include anything that may be prohibited due to safety concerns, such as loose fitting clothing, shorts, sandals, or open-toed shoes. Beyond safety concerns, give examples of other wardrobe choices that could misrepresent the company image. Examples may include: spandex pants or leggings, ill-fitting clothing that may be too tight, too small and/or too loose so as to expose undergarments or cause distraction, clothing that displays offensive or inappropriate slogans or pictures, beachwear, or “lounging” clothing. Also state that all clothing should be neat, clean, and in good repair.
Good hygiene is important, and you may wish to address it in your dress code policy. Remind employees of the need to minimize the use of perfumes and scented body sprays, particularly when employees are expected to work in close proximity of one another, and/or with the public.
HR professionals should consider the following when writing a dress policy:
- Obtain management’s support and approval before making a change in policy.
- Clearly communicate your guidelines and give examples.
- Encourage senior management to participate and set the example.
- Make your dress code gender neutral. Avoid stereotypes such as requiring men to wear pants and women to wear dresses.
- Modify as necessary based on changing circumstances.
- Allow for variations based on type of position and amount of customer contact.
- Consider exceptions to the policy during summer months or low customer contact days, such as Fridays.
- Deal with problems and complaints quickly and consistently and, most importantly, focus on business and/or job reasons.
Your policy should provide guidelines to allow employees to understand the boundaries you feel enhance safety, productivity, and a pleasant work environment. Encourage employees to talk with their supervisors or Human Resources should there be any question as to whether something is appropriate within the scope of the policy. Hold supervisors accountable for addressing, in a prompt and direct manner, employees who are in violation of the policy.
Need help developing or reviewing your company dress code policy? MRA’s HR Advisors can help you!
