Dress codes are becoming a more common and controversial topic of conversation in the workplace. Last year PwC in the UK found itself in the headlines in relation to a temp agency sending their employee home because she was not wearing heels on the client site. This led to national outcry in the UK and a parliamentary debate. The recent ECJ ruling on the banning of headscarves by employers has also garnered a lot of attention. The ruling is not an absolute right on employers to ban employees from wearing headscarves despite what some media outlets are stating. Such a dress code policy and ban may only occur in certain limited circumstances. The case in question related solely to a customer facing role and the employer in question had a ‘neutrality’ policy that impacted all employees equally. An employer will still need to be able to objectively justify such a policy.
With this in mind Linda Hynes, Head of Employment & Data Protection at Leman has prepared a checklist of items for employers to consider when implementing a dress-code.
To access the checklist prepared by Linda click here.
This publication is for guidance purposes only. It does not constitute legal or professional advice. No liability is accepted by Ogier Leman for any action taken or not taken in reliance on the information set out in this publication. Professional or legal advice should be obtained before taking or refraining from any action as a result of the contents of this publication. Any and all information is subject to change.