How To Address Employee Dress Code

Dress Code of the Employee

How To Address Employee Dress Code

With summer finally upon us, employees may tend to bend the rules on employee dress code during these summer heat waves. Coming to work in shorts and flip-flops may be more comfortable. This is not always ideal for businesses who consistently work with clients or other business professionals. So, how do you address the employee dress code? Below, we explain:


Educate the Employees

The easiest way to encourage employees to take the dress code policy seriously is to educate them on what you expect. If you don’t currently have one, creating a dress code policy in writing is the first step to educating your employees. Employee dress code materials you can build:

  • Infographics of what is expected.
  • Informational e-books about company dress code.
  • Dress code video.
  • Or, simply a page in your company handbook that explains what is expected each day.

SHRM suggests identifying the company version on “business casual.”Business casual can mean many different things such as T-shirt and khaki shorts, or button down shirt with dress pants. It depends on what your company sees fit for your environment.


Understand the Laws Affecting Dress Codes

There are many laws that affect how companies can speak about and address dress codes. A few laws are below:

  • Religious Discrimination
  • Racial Discrimination
  • Gender Discrimination
  • Disability Discrimination

According to “Under the law, employees have no legal right to show body art in the workplace because it isn’t considered a religious or racial expression.”


Speaking to a Specific Employee

If this is the first time an employee violates the dress code, keep the meeting positive and casual. Explain use factual examples and dress code policies in the employee handbooks. Although, if this employee is a multiple dress code offender, it may be time to have a formal meeting and issue a dress code warning. If it is a continual problem with a particular employee, it may be time to implement disciplinary measures.

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