Summertime is a Good Time to Remind Employees About the Dress Code Policy

As the weather warms up, you may find that employees may cross the line of what’s appropriate to wear in the workplace. What you consider inappropriate may seem quite acceptable to someone else. This is a good time to remind employees about the company’s dress code policy.

Your dress code policy should set expectations of grooming and attire and be included in your employee handbook. You should provide specific examples of what attire is not acceptable for your type of business. Here are some considerations and questions to start:

• Attire that may not permitted, such as tank tops, low-cut shirts, halter tops, crop tops, sweatpants, sweatshirts, athletic wear, logo wear, jeans, spandex garments, or leggings
• Reminders that employees should show up to work in clothing that is clean, and free of holes and stains
• What about footwear? Are sandals and flip-flops allowed? Certain jobs may require employees to wear footwear appropriate for their specific role.
• Is there a “casual Friday” and are there any restrictions? Are shorts allowed?
• What are the expectations around visibility of tattoos?

Your dress code policy needs to state the consequences for failing to comply with it. If a dress code concern is identified an employee may be required to take action, including taking time off work to resolve the issue. Any special events or circumstances that can alter the dress code should be outlined in your policy and communicated to your employees.

The policy should be gender-neutral and uniformly enforced but seek guidance from HR on accommodations or exemptions from the rules that may be legally required.

Employees should be expected to use good judgment and maintain an appropriate standard of grooming and attire. More professional attire may be needed depending on position, department, or circumstances, i.e. meeting with a client. If an employee has doubts about whether an item of clothing is appropriate it should not be worn.

Reach out to your FrankAdvice HR Consultant as needed.