Your employees may put on their socks one foot at a time, just like you—but deciding what they wear at work isn’t always simple. While some dress requirements are non-negotiable for health and safety reasons—think hard hats, steel-toed boots, or hairnets—other aspects of workplace attire can be more subjective. That’s where a clear, fair dress code comes in.
A dress code should serve a legitimate business purpose, such as safety, professionalism, or brand representation. It must also be:
- Clear: Employees should know what’s acceptable and what isn’t.
- Legal: It must comply with employment standards and collective agreements.
- Non-discriminatory: Avoid rules that infringe on protected grounds like gender, religion, or ethnicity.
- Consistent: Apply and enforce it equally across your team.
Professionalism vs. Personal Expression
In Canada’s diverse workplaces, defining “appropriate” dress can be tricky. What was once standard—like suits and ties—may now feel outdated in a business-casual world. Some companies use “Casual Friday” to relax standards, but even then, clear expectations matter. Communicate your policy upfront to avoid confusion and ensure it’s based on business needs, not personal preference.
Legal Considerations
Human Rights Codes require employers to accommodate employees’ needs related to protected grounds, up to the point of undue hardship. For example:
- Requiring someone to be clean-shaven could conflict with religious practices.
- Mandating high heels for women is discriminatory and outdated.
- Asking employees to wear branded hats may clash with religious head coverings.
When safety gear conflicts with religious attire, employers must show the requirement is a bona fide occupational requirement—essential for the job—and that they’ve tried to accommodate the employee.
Appearance Guidelines
Your dress code should not just cover clothing, but also other aspects of appearance:
- Hair: Clean and neat; tie back if safety requires. Avoid banning styles or colors unless justified.
- Nails: Clean and trimmed; artificial nails may be restricted in food or healthcare roles.
- Make-up: Optional; if mentioned, keep language neutral and avoid gender-specific requirements.
- Tattoos: Offensive or explicit tattoos may need covering; apply rules consistently.
- Piercings: Limit only for safety or professional image; accommodate religious or cultural needs.
Dress Code Checklist for Small Business Owners
- Define the business purpose for your dress code (safety, professionalism, branding).
- Make the policy clear, simple, and easy to understand.
- Ensure compliance with provincial Human Rights Codes.
- Avoid gender-specific or sexualized clothing requirements.
- Offer options that work for all body types and sizes.
- Apply rules consistently across all employees.
- Consult staff before finalizing the policy.
- Be flexible and willing to accommodate religious or cultural needs.
- Document your efforts to accommodate up to undue hardship.
- Review and update the policy regularly as workplace norms evolve.
CFIB members can access a template Dress Code Policy in the Member Portal.
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