Dress codes may seem outdated, but they still have a place in today’s working world.
Written by Jeff Rumage Published on Nov. 08, 2023
A dress code policy establishes what types of clothing and grooming choices are appropriate for the workplace. And while dress codes may seem outdated, they still have a place in today’s working world. Companies can use them to uphold standards of safety and professionalism, provide wardrobe guidance to new employees and ensure all employees are held to the same appearance standards.
A dress code policy is a set of guidelines advising employees what they should wear to work.
Creating an office dress code policy can be a balancing act between upholding a professional image without appearing old-fashioned or culturally clueless. This guide covers how to do it.
A dress code policy sets a standard for what type of attire is acceptable in the workplace. Companies adopt dress codes for a variety of reasons. Some industries, like healthcare and hospitality, may rely on dress codes to uphold safety and sanitary standards. Dress codes in office environments, on the other hand, are typically a reflection of company culture.
Companies might also adopt a dress code to maintain a certain standard of professionalism, which could vary greatly depending on the company culture. Companies in the financial, legal or insurance industries, for example, might want to conform to the traditional norms in those industries, while a laid-back tech startup may allow their workers to wear clothing that showcases their individuality.
Dress codes may seem less relevant in a remote work environment, but Kimberly Rogan, head of people operations at construction software company PlanHub, said her team created a remote dress code policy to account for some unexpected challenges — like people not wearing pants.
“There’s all sorts of adds and changes that we’ve had to bring in to dress code policies now post-Covid,” Rogan said.
A company’s dress code will typically fall into one of four types, giving employees a general idea of what is considered appropriate attire in the workplace.
Business formal is the most strict dress code, typically reserved for black-tie dinners and other special occasions. It could include a dark suit and matching dressing pants over a white collared shirt, along with a pocket square, cufflinks and leather dress shoes. A formal dress code could also include a dark suit coat, blouse and a knee-length skirt or dress slacks paired with formal flats, heels or closed-toe pumps.
Business professional attire is still dressy, but more appropriate for everyday office wear than business formal attire. Commonly found in the legal and finance fields, this dress code could include a suit or blazer, dress shirt, tie, dress pants and dress shoes. Alternatively, one could wear a blazer, blouse and a knee-length skirt or dress slacks with heels or formal flats. Unlike business formal, this dress code allows a little more flexibility to wear dress shirts and ties with patterns or brighter colors.
Business casual, the most common dress code in U.S. offices, allows employees to abandon their suits and blazers for a wider variety of attire, like button-down shirts, polo shirts, blouses, dresses and sweaters. Employees might round out their look with dress slacks, khakis, chino pants, knee-length skirts or capri pants along with loafers, flats and other casual shoes (no sneakers).
Many startups and other informal office environments will allow casual attire, which can include hooded sweatshirts, sweaters, tee shirts, blouses and button-down shirts along with jeans, khakis or skirts. Shoe options could include sneakers, boots or sandals. Although a casual dress code is more relaxed, employees should still not wear gym clothes, revealing outfits or clothing with stains, rips or offensive graphics.
Find out who's hiring. See all HR jobs at top tech companies & startupsA dress code policy can range from one sentence long to a multi-page document. In general, though, a dress code policy should provide the following information:
The policy should start with a high-level overview about the company’s expectations for cleanliness and professionalism. This section can also lay out the general dress code classification, such as casual, business casual or business professional.
Terms like "business casual” are notoriously confusing, so it can be helpful to provide examples of what types of clothing are acceptable and unacceptable. Some companies might also include guidance about jewelry, tattoos, piercing and grooming standards. This list does not have to be exhaustive, but it should answer questions employees are likely to have.
The dress code should state what actions will be taken if an employee violates the dress code.
Employees should also be invited to contact the HR department if they have any questions or if they would like to request an exemption from the policy. Employees may need an exemption due to religious practices, like wearing a hair covering, or due to a disability, like foot ulcers that make it painful to wear dress shoes.
Dress code policies should not discriminate against employees based on their gender, religion or other protected class.
Robert Kaskel, chief people officer at software company Checkr, suggests companies keep their dress code restrictions to a minimum so as not to impede on the cultural identity of employees. He said every rule should be gender-neutral and applicable to any employee.
“While you may need a dress code policy in place, it’s far more important to keep it minimal and allow your team to express themselves through their clothing,” Kaskel added.
Companies are allowed to have different dress code requirements for men and women, but any restrictions that place a heavier burden on one gender over another could put a company at risk for a gender discrimination lawsuit. A company couldn’t allow men to wear pants but require women to wear skirts, for example, as that might be perceived as that could be interpreted as having a disparate impact on women employees.
As a best practice, companies should abstain from making gender-specific requirements. Gender-neutral dress codes can also create a more inclusive environment for transgender or nonbinary employees, who may feel targeted by a gender-specific dress code that does not align with their gender identity.
Hair requirements need thoughtful consideration before they’re implemented. Black employees, for instance, can be disproportionately impacted by hair requirements. A 2023 study of nearly 3,000 women found more than 20 percent of Black women between the ages of 25 and 34 have been sent home from work because of their hair. More than 23 states have passed The Crown Act, which expands racial discrimination laws to defend against hair-based discrimination.
Hair requirements may also impact an employee’s religious practices. Some religions may require adherents to cover their hair, which can conflict with a dress code that doesn’t allow hats. Other employees may belong to a religion that prevents them from cutting their hair, which can pose an issue if a dress code prevents the wearing of facial hair. If a hair requirement were to conflict with an employee’s religious practices, it would typically be incumbent upon that employee to seek an exemption from the dress code.
“As long as the policy is not discriminatory — either geared toward a protected class, has a disparate impact on a protected class or infringes on a disability or religious accommodation — the employer has a lot of flexibility to adopt a policy that is appropriate under the circumstances,” Patrice Arend, employment law attorney at Taft, told Built In.
