Workplace Dress Codes: Do’s & Don’ts
It’s difficult to measure the number of changes Australian workplaces have had to endure over the last 18 months. This particularly rings true when it comes to hybrid and work-from-home arrangements, with virtual meetings and flexible work hours becoming a necessary practice.
An interesting byproduct of this, is the shift in acceptable dress code and workplace etiquette. With employees based at home and infrequently leaving the house, hoodies, tracksuits and other casualwear has become the new norm, even for the most formal industries.
As teams start to return to the office in flexible workplace arrangements, the question is whether this trend will continue.
Let’s consider some vital do’s and don’ts as you reset the tone for the office dress code, and how to enforce the rules if employees challenge what’s appropriate.
Today we’ll cover:
Workplace Dress Code: Do
Workplace Dress Code: Don’t
Dress Code Example
Enforcing the Dress Code in the Workplace
need help writing your dress code policy?
We can provide you with the essential HR administration and procedures you need for business success and compliance.
Workplace Dress Code: Do
As you start to reevaluate your workplace/virtual dress code, do:
Clearly set the expectation for all staff
Ask staff to understand the importance of the meeting
Consider setting guidelines based on those in virtual attendance
DO: Clearly set the expectation for ALL staff
Dress code rules have naturally become more relaxed over the working from home period, however as we move back into a flexible home/office arrangement, the line between acceptable and unacceptable can become blurred.
Upon returning to the office, you first need to decide how the dress code rules might change.
Should a more casual approach be adopted and how far will this shift go?
Are t-shirts and hoodies still appropriate?
Could onesies pass as acceptable?
Are different rules needed for virtual vs. in-person attendance?
Whatever you decide, ensure the dress code is clear and makes sense. The best dress code guidelines give specific examples of what is acceptable. Whilst some fashion choices are obvious ‘no go’s’ others can be much tougher to determine.
Communicate your expectations and if required, update your dress code policy so employees have a solid point of reference.
DO: Ask staff to understand the IMPORTANCE of the meeting
This is particularly relevant if you have client-facing staff attending virtual meetings. First impressions matter, and how your employees present themselves can have an immediate impact on your business’ reputation.
When deciding on suitable work attire, ask your employees to take into account the importance of a meeting and the level of formal dress required to meet expectations of other attendees.
Obviously, a regular internal team catch up wields less importance in comparison to a meeting with a client or superior. Employees should use their discretion to consider what dress is appropriate.
DO: Consider setting guidelines based on those in VIRTUAL attendance
Whilst it’s important to set the rules for office attire, you might also consider setting guidelines for those who are attending meetings virtually. If employees work from home, is it necessary for them to match the dress code of the office? Or are the guidelines more loose given the home environment?
Whatever you decide, the key lies in communication and setting clear standards with justification.
Clearly communicate your expectations for employee dress code - sometimes the line between ‘acceptable’ and ‘unacceptable’ can be blurred.
Workplace Dress Code: Don’t
On the flip side of the coin, there are also some rules that just shouldn’t be broken. Make sure you don’t:
Allow dirty/messy clothing to be worn
Permit offensive or explicit items
DON’T: Allow dirty/messy clothing to be worn
Even whilst working remotely, it is unacceptable for your staff to wear dirty or messy clothing.
A workplace is a professional environment, and your employees should treat it as such. Allowing employees to wear unclean/untidy clothes sets a dangerous precedent for the rest of your workforce and company culture.
DON’T: Permit offensive or explicit items
Similar to the rule above, offensive or explicit clothing items should be off limits for staff. Again, this challenges the professional culture of your business, and can impact culture in a negative way.
What does an acceptable dress code look like in 2021?
Examples of acceptable virtual dress code wear include T-Shirts and plain sweaters, with hoodies and casual jumpers often excluded. Headwear is a no go, despite caps appearing more often across the workforce in 2021. Jeans are now commonly accepted as reasonable attire in the eyes of many HR departments, although ripped/sheer jeans remain in the ‘no go’ column.
The rise of activewear has seen it become increasingly prevalent, and accepted, in some virtual meetings. They too find themselves as ‘excluded’ when it comes to client meetings or meetings of significance.
So, for example, your dress code could be split accordingly:
Unacceptable
Hoodies and casual jumpers
Ripper/Sheer jeans
Activewear (during client meetings or meetings of significance
Headwear, including caps
Acceptable:
T-shirts and plain sweaters
Jeans
Activewear (when in virtual attendance)
Again, it’s important that your dress code is as specific as possible to ensure no misunderstandings can be made.
A good way to do this is to provide examples of the type of acceptable wear in your written policy, such as “a polo shirt and jeans” or “a sweater and shirt with pants”.
Exclusions are just as equally important in setting the tone, for example “jeans are acceptable, excluding any ripped or sheer denim”.
Set the tone for your workplace dress code - is casualwear acceptable?
Enforcing the dress code at work
If you are thinking about changing your dress code policy, it’s important that you offer your employees clear communication and justification for the rules.
Getting your team onboard is a crucial step, and any staff push-back needs to be managed correctly. While every workplace is different, there are some common guidelines you can use to enforce a dress code policy:
1. Communicate changes with workforce
If you take anything away from this article, it is communication, communication, communication! As with any sort of policy change, it’s critical that you communicate the dress code to all employees with clearly set expectations.
2. Identify problem employee
Take note of any employees who continuously break the dress code standards and evaluate whether it is impacting on the workplace, productivity and culture.
3. Consult with employee 1-on-1
If you determine that the problem employee’s dress is impacting business operations, then schedule a meeting with them to discuss your concerns. Use your written dress code policy as a reference point and explain the standards everyone is expected to meet.
4. Observe whether behaviour is corrected
Continue to monitor the situation and observe if the problem employee changes their behaviour.
5. Initiate disciplinary action and reiterate importance of dress code
If the behaviour continues, it’s time to organize another 1-on-1 meeting and consider initiating disciplinary action.
Above all else, there are still some rules that should be in place to maintain a level of professionalism amongst staff (even if you decide that a more relaxed dress code is appropriate for the workplace/virtual attendance).
A situational and ‘common sense’ approach can help ensure employees buy in and adopt the dress code you decide on.
You might also find these blog posts relevant:
If you need help building a dress code policy for your workplace, or have any questions about managing company culture, contact Melbourne HR for a free consultation and quote.
Sean Johnson is a Full-Time HR Advisor who is now into his fourth year with Melbourne HR.
Edited by Nicole Torrington, Marketing Manager at Melbourne HR.