In this report on the 2011 XpertHR dress codes survey, we examine the types of restrictions applied by employers, how far they are policed, and the pros and cons of having rules on employee appearance.
We examine the content of formal, casual and relaxed dress codes and employer attitudes to religious headwear and accessories in this part of our report on the XpertHR dress codes survey. We also discover how employers are avoiding potential discrimination law pitfalls.
A table summarising some of the clothing and appearance requirements of different religions and beliefs.
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 is, and looks at the extent to which employers allow religious attire.
This week's case of the week, provided by DLA Piper, covers religious discrimination.
In Blaik v The Post Office (16 November 1993) EOR56D, the EAT rules that a complaint cannot be brought directly under the EEC Equal Treatment Directive where there is a sufficient remedy under the British Sex Discrimination Act 1975.
In Burrett v West Birmingham Health Authority (8 October 1993) EOR54D, the EAT rules that a female nurse was not treated less favourably by being required to wear a nurse's cap which she found demeaning, even though male nurses were not required to wear a cap.
HR and legal information and guidance relating to employee uniforms.