Dress Code Policy Legal Requirements
Employers can impose dress codes but they must not discriminate on grounds of protected characteristics under the Equality Act 2010. Dress codes must apply equivalent standards to men and women and accommodate religious dress requirements where reasonable.
Last updated: February 2025
What the Law Says
There is no specific dress code legislation, but the Equality Act 2010 applies. The EHRC Employment Code states dress codes must apply a common standard of smartness to all genders. Requiring women to wear high heels was found discriminatory in the 2017 Parliamentary inquiry. Religious and cultural dress must be accommodated unless a proportionate restriction exists.
Your Obligations as an Employer
- Apply equivalent standards to all genders
- Accommodate religious dress where reasonably possible
- Consider health and safety requirements objectively
- Review dress codes for indirect discrimination
What to Include in Contracts
Reference the company dress code policy in the contract, specify any PPE requirements, note that the policy will be applied consistently and reviewed for equality compliance, and include the process for requesting accommodations.
View related contract templateCommon Mistakes
- Applying stricter grooming standards to one gender
- Banning religious headwear without a genuine health and safety reason
- Not updating dress codes to reflect changing social norms around gender expression
FAQ
Can an employer require employees to remove piercings or cover tattoos?
Generally yes, if it applies consistently and there is a legitimate business reason such as client-facing standards or hygiene requirements. However, any policy must not disproportionately affect groups sharing a protected characteristic.
Can an employer ban religious headscarves?
Only if there is a genuine and determining occupational requirement, such as safety in manufacturing. A blanket ban on religious dress is likely indirect religious discrimination unless objectively justified. The employer must consider less restrictive alternatives first.
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Get Started FreeThis is guidance for UK employers, not legal advice. For complex employment law matters, consult a qualified employment solicitor or ACAS.
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