This Insight is #5 in our Employment Handbook series, keep an eye out for more.
Although a dress code policy is not required by law for UK companies, it’s good practice to create policies that may save a dispute from arising, or just simply to have everyone on the same page, with the same expectations.
Why should UK companies have a dress code?
It’s wise for any UK business to provide an easily accessible dress code policy to regulate how their employees should dress while at work.
Some employers, particularly those with customer-facing employees, need to ensure their employees represent their brand properly because they are the image of the business. In this case, a company dress code policy is essential.
Some businesses however, will be less concerned with how their employees look because what they wear does not impact the brand image.
What a dress code policy should include, and pitfalls to watch out for
How much detail a business includes in their dress code will usually depend on the nature of the business, such as whether there are any particular hazards at work and whether their employees are customer-facing.
Dress code policies don’t come without their difficulties though.
This is because many cultures and religions have their own rules and traditions, and dress codes can interfere with these or even run contrary to them.
So, if you’re preparing a dress code, you should think about what you need, why its needed and whether it’s likely to impinge on any religious or cultural dress rights.
You’ll need to be sensitive to employees’ beliefs and rights and make sure that the company does not discriminate against employees with certain religions or cultures.
Your responsibility as an Employer
As a matter of law employers must give employees employment contracts which cover the key terms of the employment relationship, but the contract won’t cover all of the policies, procedures and expectations for the relationship between a business and the people within it. An employee handbook can include information for all team members, including employees, workers, apprentices and agency staff. Not only can an employee handbook bring together useful guidance for everyone on the culture, values and expectations the business as but it will often be a resource that can save a dispute from arising or provide the best framework for resolving a dispute. The non-contractual policies and procedures that can be included in an employee handbook will sit alongside contracts of employment to set out how employees are expected to act and how the employer will deal with certain situations.
Putting all the policies and procedures together in one place that is accessible to everyone working in a business is good practice and can provide an invaluable framework for reference on all of the Employment and HR issues to cover. If any grievance or dispute arises, having a policy or procedure to refer to and follow can help prevent the situation escalating. If the worst occurs and a claim comes before a tribunal, being able to show the policies and procedures that were followed can make a huge difference to the outcome.
