Casual office dress codes were already on the increase before the pandemic, with ‘dress-down Friday’ a popular perk to end the week.
However, the pandemic saw a major shift in dress code as workers swapped their traditional business attire for pyjamas and sweatpants, with a ‘zoom shirt’ hanging over the back of their chair for more formal meetings!
Employers are increasingly reporting that workplace attire has become more casual since employees returned to the office. Some have actively promoted this more relaxed approach to incentivise people to resume office working, whilst others are merely ‘tolerating’ it, and others still are battling against it!
Appropriate office dress codes may shift as we see temperatures soar during the current heatwave! But how far should employers go in relaxing dress codes? Should we ditch the tie for shorts and sliders?
Here are some points to consider when implementing or updating your dress code policies:
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- First impressions last! It is important for employees who are in regular contact with clients to create a good impression and this may well be affected by how they dress.
- From a cost-of-living perspective, a more relaxed dress code can save employees from having to invest in formal business attire. However, it’s not clear-cut, as casual dress codes can result in them feeling the pressure to spend money on the latest fashion trends.
- Consideration must be given to any employees whose religious beliefs or health conditions may necessitate reasonable departures from a dress code, whether that code is formal or casual.
- Employers should be mindful of extreme weather conditions, particularly in view of climate change. What is appropriate to wear during a heatwave for instance, should be communicated unless you are happy for employees to attend work in shorts and sliders!
- With remote working on the rise, the dress code should cover acceptable dress for Teams calls when working from home.
- Employers need to be careful to avoid discriminating against employees on the basis of gender or gender re-assignment. This is not to say that dress codes cannot place different requirements on men and women, but they need to ensure that overall, one gender is not treated unfavourably by virtue of the dress code or how it is applied.
It’s a good idea to consult with your employees before introducing or changing a dress code – if you take their views into account, they are far more likely to accept and comply, rather than challenge or leave.
If you’re an employer looking to update your dress code policies or have any other Human Resources, Employment Law, Health & Safety and Wellbeing issues, please do not hesitate to contact us on 01942 727200 or email enquiries@employeemanagement.co.uk