Uniforms and dress standards for a job should be agreed between the employer and the employee as part of their employment agreement (or sometimes in workplace policies).
Uniforms and dress standards are often covered during the recruitment process but are not always written down. It is useful for both employers and employees to clearly record their agreement in case problems come up later. Once agreement has been made, both parties must keep to it.
If an employee has concerns about dress requirements, they should discuss this with their employer so that the employer is clear about the problem, can respond to the employee, and then they can resolve the problem together.
Who pays for buying and cleaning a uniform needs to be agreed to between the employee and employer. There are many different options, including:
- the employer pays for uniforms but the employee covers the cleaning costs
- the employer pays for the uniforms and pays the employee a laundry allowance to cover the cleaning cost
- the employer provides and cleans the employee’s uniform.
If an employee has to wear a uniform, their employer should also agree with them where they are allowed to wear it. The employer may want the employee to wear their normal clothes to and from work and only wear the uniform while they are working (in which case the employer will need to provide appropriate changing facilities).
If the employer is relaxed about the employee wearing their uniform when they’re not working, and the uniform has clearly identifiable branding, then the employee and the employer both need to be aware of any risks of the employee’s behaviour outside of work bringing the employer into disrepute.
An employer will often have a dress code for a workplace or part of a workplace, especially if the employees are dealing directly with the public. This may be, for example, professional, smart, business casual, casual etc. Different people can have different ideas about what a dress code means, so it may be useful to provide examples to make sure that the employee and employer have a shared understanding, especially in relation to things such as visible body piercings, tattoos etc.
An employee may have to wear a name badge. The Health and Safety at Work Act 2015 requires employers to ensure so far as is reasonably practical the health and safety of its workers. This means that sometimes an employer won’t be able make an employee wear a name badge with their full name printed on it if this might put them in the way of actual or potential harm, for example, from members of the public. An employer should also respect their employees’ privacy rights in term of the disclosure of their full names to members of the public.