International Employment Lawyer
Caroline Baker notes that while dress codes for men and women do not have to be identical, great care should still be taken to avoid discrimination.
“Employers should be careful to ensure policies are both drafted and applied in an equivalent way and to ensure that staff are aware of such policies before joining,” she says.
“Even if the employer’s policy is lawful, dress codes, including in relation to hair and jewellery, can be emotive topics, and it is better that employees are aware of the requirements before joining to avoid any upset or unnecessary conflict,” Baker adds.
“It is not just sex discrimination or sexual harassment that employers need to be mindful of. Employers also need to consider whether the dress code may discriminate against transgender employees, employees of a particular religion or belief or disabled employees.”
