There’s nothing illegal about an employer instituting a dress code. As an employee, you may be told to wear a certain type of attire, such as business casual. You could also be required to wear a specific uniform to identify you as a staff member.
However, dress codes can lead to legal problems if they are discriminatory in nature. This usually means that they impact certain groups, which may be protected classes. To be legal, the dress code should apply to all employees and treat everyone equally and fairly. When this doesn’t happen, it could be a form of discrimination.
Dress code for just one group
For instance, it’s a major red flag if an employer tries to institute a dress code for only one group of employees. Say that the employer doesn’t have any dress code for male employees, allowing them to wear whatever they want. But, the employer sets up a very precise dress code, instructing female employees on exactly how they should dress for work. This could be a form of gender discrimination.
It can also be problematic when a dress code applies to everyone but disproportionately impacts one group more than others. A common example of this is religious attire. If a dress code prohibits certain types of religious attire, it may technically apply to every employee at the business. However, the realistic impact is only on people who follow that particular religion, so this could be a form of discrimination, even though the rule applies to all.
If you believe that you have experienced discrimination on the job, whether through a dress code or other means, take the time to carefully look into your legal options.
