Dress Code Policies Still Matter, August 2025

While work environments have settled in or continue to make decisions about in-office, hybrid, or remote workplaces, employee dress code policies still exist and matter. In some organizations, it remains a topic of discussion whenever the weather heats up in the spring and summer. These conversations can be sensitive and complex to discuss. There is a way to ensure employee attire is inclusive, practical for their role, and for the workplace. Dress codes reflect workplace culture, so finding common ground should be a goal. Unclear or outdated policy language can result in confusion and discrimination claims.  Here are four key factors to consider when writing or updating your workplace dress code policy:

Climate and Comfort

With last month’s scorching temperatures, we must acknowledge that breathable, comfortable clothing was necessary, especially when working within a setting that may not provide strong air conditioning, such as warehouses, mills, commercial kitchens, or older buildings. Any opportunity to create a flexible hybrid/remote environment would have allowed employees to adapt dress code expectations. Vague language like "business casual" can be interpreted differently. Be sure to include visual examples of what is and is not allowed.

Fairness and Consistency

Dress codes should be applied equally across roles and departments. They should also ensure consistency regardless of job title, age, gender, or body type. One must be careful with gender-based language within a policy, such as requiring women to wear skirts or men to wear ties. Instead, consider the following: "All employees should wear practical, neat, and workplace-appropriate attire based on their preference.”

Inclusion and Expression

Dress code policies should include and be mindful of cultural dress, natural hairstyles, and religious garments. These expressions may be more visible at different times throughout the year and should be encouraged. Of note is “the CROWN Act, which stands for Creating a Respectful and Open World for Natural Hair. First introduced in California in January 2019 and signed into law on July 3, 2019, the inaugural CROWN Act expanded the definition of race in the Fair Employment and Housing Act (FEHA) and state Education Code to ensure protection in workplaces and K-12 public and charter schools. Since then, the CROWN Act has galvanized support from federal and state legislators in the movement to end hair discrimination nationwide.”[1]  

Legal and Safety Considerations

Non-negotiable clothing restrictions may be necessary for specific roles regardless of the workplace or weather. Always confirm that the policy aligns with legal standards. Policies should address safety-specific attire, such as "closed-toe, non-slip shoes or protective gear like gloves and googles when required."  The policy should also address prohibited clothing items due to hazardous risks. Be clear about clothing that poses physical safety risks, such as "loose clothing around machinery or open-toed shoes in a lab."

For employers who continue to include a dress code policy as part of their workplace culture, regular audits of the language and requesting employee feedback communicate a desire to remain open to change.  An employer’s dress code policy is an extension of its values and care for its employees. A clear, thoughtful, and well-written policy communicates respect for employees’ comfort, culture, and freedom for expression. Lastly, dress code policies should include clear language that offers consideration for reasonable accommodation.

Ebony Stonewall-James is a Client Communications Specialist at Pinnacle HR Consulting, LLC (“Pinnacle HR”). Founded in 2011, Pinnacle HR is a minority woman-owned human resources consulting firm that supports small non-profit organizations and businesses primarily in the Washington, DC, region. Contact us here.

[1] https://www.thecrownact.com/about