Here’s a great question that was posed to the HR experts from Compli’s HR Support Center:
We’re thinking of adding a dress code to our handbook. What should we consider?
As with any policy, the big thing to keep in mind is that you’ll have to enforce it consistently and address any violations. In general, I recommend employers consider the following when creating a dress code:
- Be clear about things you don’t want to see in the workplace. Employees may not know what vague terms like “business casual” mean, so if you don’t want them wearing sandals, shorts, sleeveless shirts, etc., say so.
- Avoid gender-based rules. These could expose you to discrimination claims.
- Avoid rules that require a ruler (e.g., skirts must be no more than two inches above the knee). Enforcing these could prove uncomfortable for both managers and employees.
- Consider different rules for different positions or departments. It would be reasonable, for example, to have stricter rules for customer-facing positions.
- Consider the culture of your workplace and where you’d like to take it. If you have and want to maintain a fun, casual culture, you should probably avoid a dress code that requires formal attire.