New online guidance from Acas is aimed at assisting an employer’s ‘personal appearance in the workplace’ policy by identifying issues in three key areas. In summary, the issues are as follows:

Dress codes: 

– While employers may have many reasons for insisting on a specific form of dress, there are some key points to observe including that employers must avoid unlawful discrimination in any dress code policy, dress codes must apply to both men and women equally, although they may have different requirements and reasonable adjustments must be considered for disabled people.

– Tattoos and body piercings: Employers should have sound business reasons for asking workers to remove piercings or cover tattoos while at work.

– Religious dress: Employers should tread cautiously in this area as they should allow groups or individual employees to wear articles of clothing etc., which manifest their religious faith, or else, be able to justify the reasons for banning such items to avoid indirectly discriminating against these employees. 

Content Note

The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.