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Source: IRS Employment Review Issue: 933 Date: 16/11/2009 Publisher: IRS

Employer dress codes: the 2009 IRS survey

TOPICS:
terms, conditions and employee rights policies and procedures
HR policy and strategy business challenges
equal opportunities race
religion
sex
health and safety health and safety management

 SECTORS:
chemicals
construction
electricity, gas and water
engineering and metals
finance
food, drink and tobacco
hotels and catering
manufacturing (other)
mining and quarrying
paper and printing
public services
retail and wholesale
services (other)
textiles
transport and communication

AUTHOR: Charlotte Wolff


IRS research looks at the benefits and drawbacks of setting dress and appearance standards at work, gets to the bottom of what smart casual actually means, and looks at the extent to which employers allow religious attire. 

On this page:
Map showing dress codes in 95 organisations
Prevalence of dress codes among respondents
Why set a dress code?
Creating guidelines
Legal considerations
Different types of dress code
Chart 1: Employee groups covered by dress codes
Defining smart casual
Chart 2: Smart/business casual or relaxed dress codes by gender and sector
Restrictions on work wear
Accessories and religious attire
Implementing the dress code
Chart 3: Reasons for relaxing dress codes
Compliance with dress codes
Chart 4: Disciplinary cases over dress codes in past two years
Complaints about dress codes
Benefits of workplace dress codes
Drawbacks of having a dress code
Our research
Table 1: Ensuring dress code compliance with discrimination law
Table 2: Type of dress code, by broad sector
Table 3: Accessories and religious attire
Additional resources on XpertHR. 

Map showing dress codes in 95 UK organisations

Map showing dress codes by geographical location and sector.

  • Red = public sector
  • Blue = manufacturing and production
  • Yellow = private sector

View Map showing organisation dress codes in a larger map

Back to top

Key points

  • The 2009 IRS dress code survey finds that half of the respondents with dress codes take a regulatory approach, linking it to the employment contract.
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