Guide to Dress Codes for Small Business

Creating and enforcing a standard of dress is important, but can be tricky

By Meagan Francis, Director, Studio 4b

But creating a standard of dress and grooming isn't easy. In order for a dress code to be legally enforceable, it can't restrict gender equality or religious freedom; and in order to be effective, employees have to be able to understand and follow it.

To create an effective employee dress code, organizations should:

1. Take into consideration the employees' roles and visibility
2. Be sensitive to gender and religion issues
3. Be clearly and firmly communicated to employees

Action Steps
The best contacts and resources to help you get it done

Keep up to date on dress and appearance issues

The legal, ethical and practical issues that go into making an employee dress code can change quickly. A one-stop resource that tracks all the news you'll need to know about can save you time and headache.

I recommend: The Dress Code section of the Business & Legal Reports Web site features news and updates you'll need to know. This site is full of helpful specifics, including information on such issues as tattoos in the workplace, makeup and fashion.

Put it in writing

Be as specific as possible about what employees can and cannot wear to avoid uncertainty.

I recommend: Personal Policy Service Inc. offers a free model dress code you can download to your computer, customize and print.

Know your rights and responsibilities

Accusations of discrimination based on dress requirements can be a drain on resources and dampen morale. Make sure you understand current laws before you create a code.

I recommend: The AHI Employment Law Resource Center answers important questions about the legal dress code issues.

Helpful advice for making the most of this Guide

• •  Make sure your dress code is communicated to employees through a poster, employee newsletter and/or memo. Add it to the training manual and require a signature to make sure new employees have seen and understand the requirements.
• •  Tell employees why the requirements are in place, whether it's for reasons of safety, health or image.
• •  Take the employee's job duties into consideration when creating the code. For instance, an employee who is required to be on his or her feet most of the day should be allowed to wear comfortable shoes.
• •  If an employee breaks the dress code, be sure he or she understands what the problem is and how it can be fixed. Be consistent in dress code enforcement to avoid the appearance of favoritism.
• •  Consider making reasonable accommodations when necessary, like when a disability or religious belief requires some flexibility.