Managing or creating expectations for a workplace dress code can be challenging. There is a range of complexities that need to be considered before creating an inclusive dress code that your employees will be happy with. While a dress code can be intimidating, many employees report liking the transparency and clear guidelines that a formal code provides, which indicates a reasonable dress code is often embraced within the workplace. Ready to get started? We explore everything you need to know in detail throughout.

What is a workplace dress code exactly?

A workplace dress code is essentially a policy or guideline that communicates to employees’ expectations for what is and is not acceptable attire within the workplace.

Dress codes can be as formal or informal as you like and will often align with your company’s values and culture. Dress codes will also vary from industry to industry. In some industries like healthcare, for example, a dress code policy is a matter of health and safety for workers as well as a potential identifier for patients or members of the public.

If you work in an office or professional environment, the standards can vary quite significantly, which is why a workplace dress code can help to provide your team with greater clarity.

What value does a workplace dress code provide?

As mentioned above, a dress code can provide greater clarity, so employees know what is and isn’t acceptable on the job. However, the benefits go beyond this. A carefully constructed and followed dress code can convey a particular image or impression of an organisation to its external publics as well as staff. Similarly to a logo, a website, or business cards, what your staff wear communicates and sets a standard for how people should perceive your business. For example, if you’re a sales representative for an electronics company and you show up to a prospective client meeting in overalls and crocs, your client may be confused.

We tend to have certain standards and expectations, and these standards or even assumptions can be communicated by what we wear.

Different types of workplace dress codes

There are four types of dress code policies according to G2:

Business formal: Comprised of tailored suits and pantsuits for women. This is the highest level of formal workwear.

Business professional: A step down from business formal, men and women are still typically expected to wear suits. However, there is more flexibility with regards to prints, patterns, and colours on apparel like ties, dresses, or jewellery.

Business casual: Still maintaining a sense of professionalism, business casual enables men to wear khakis or dressier pants, whereas women may wear pants or skirts with a cardigan or jumper.

Casual: While staff are still expected to look neat and professional, a casual workplace dress code means staff may wear typically more casual apparel like polo shirts or jeans.

Your dress code may also incorporate things like casual Friday or a guide for what to wear when you’re offsite representing the company.

What do you need to consider when developing a dress code?

Before you introduce a workplace policy, there are several considerations to explore. We outline some of these below:

Engage your team

If you’re introducing a workplace dress code for the first time, it’s best to involve and consult your team rather than surprising them by implementing a policy without any consultation. The way in which you involve them can vary considerably, from surveys through to face-to-face consultation. Ultimately, the objective here is to seek input and take the steps to ensure your team is engaged from the very beginning.

Consider comfort

It can be very challenging to create a dress code that everyone will be comfortable with. However, it’s important to consider things like:

Gender: Traditionally, a lot of workplaces had different dress code expectations for men and women. However, as societal expectations evolve, different genders are now recognised, and having binary gender structures within the workplace can be considered both dated and offensive.

Disability: If you have team members with a disability or want to ensure you have a dress code that considers comfort and ease for all, there needs to be some consideration of the finer details. For example, not everyone can manage buttons and zips with ease. Perhaps you consider alternative options in particular circumstances.

Religion: Some religions have their own dress code. It’s important to recognise and accommodate this within your workplace dress code.

Sizing: The physical size of your team can vary, and what is comfortable for one may not be for another. Additionally, if you introduce a uniform as a part of your policy, many suppliers don’t offer a full range of sizes.

Should you introduce a uniform?

There is no right or wrong answer when it comes to whether to introduce a uniform. This largely depends on your goal and objective as well as expenditure. In many ways, a uniform provides a team with ease as they know what to wear each day. They can also prove to be a more sustainable option in the long run. If you’re thinking of introducing a uniform, consider these questions:

• What value will it have?
• Will your team embrace it?
• What is the expense?
• What long term benefits can it provide?
• How long will it last?

Now that you have a detailed list of everything you need to consider, you should feel comfortable drafting a workplace dress code. Remember, this is something that may take time, and there may be various iterations along the way. However, it’s best to take your time and get this right so you can have your employees on board from the outset. If you’re looking for support, you can also seek external advice from an HR consultant or even a lawyer. If you’re considering adopting a uniform as a part of this process, consider exploring Biz Corporates for a range of professional apparel.