Is it Time to Update Your Dress Code Policy?
Wednesday 29th March 2023
The Covid-19 pandemic influenced a lot of changes in the workplace, particularly for office-based jobs, with a lot of employers opting for a more relaxed approach, implementing hybrid working policies and a casual or smart-casual dress code.
Prior to the pandemic, particularly in professional services, it was the norm for staff to be found wearing suits and smart shoes/high heels. Although the concept of a “dress down” day had become more familiar in recent years, allowing employees to come to work in more casual clothes, this was a ‘treat’ and not usually something that would happen regularly.
Statistics gathered in a number of surveys in the UK and US following the pandemic have revealed that around 17% of employees wore pyjamas throughout most of the working day during the pandemic, many of them keeping a smart shirt or blouse handy for any Teams meetings they had scheduled. As a result of this, roughly 28% of employees did not want to return to any formal dress code.
In February 2022, Covid-19 restrictions were fully lifted meaning that many employees could return to the workplace. Interestingly, 33% of employees confirmed they would now turn down a job that required a formal dress code and more than 80% of people said they performed better when dressed comfortably. Employers may wish to consider reviewing their dress code policies to provide more flexibility. There are clear benefits to adopting a more casual approach including employee retention, staff morale and a more inclusive workplace.
However, it is important that employers clearly set out any exceptions to the flexible dress code, for example, dressing formally to attend client meetings. Where there is a lack of detail or the policy is outdated and not in line with the post-pandemic norm, employers may want to consider making updates.
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Employers should ensure that they consult with employees on any updates made to the dress code policy. Employers should also be prepared for any ‘teething issues’ and should exercise a level of understanding when enforcing the new rules whilst employees familiarise themselves with the new dress code. It would be ill-advised to carry out a disciplinary process with an employee for a minor first-time breach of the dress code policy, an informal reminder may be more appropriate.
