Editor's message: Having policies in place on employee behaviour and appearance helps your employees know what standards are expected of them, in relation to their dress, use of social media or behaviour at work-related social events, for example.
Properly implemented policies can help to avoid tribunal claims against your organisation, and potential liability for the actions of an employee, such as for harassment or a data breach. Aside from potential legal action, employee behaviour that comes to the attention of social media has the potential to cause serious damage to the organisation's reputation.
You need to make sure your policies on employees’ appearance and behaviour do not themselves put your organisation’s reputation at risk, through being discriminatory or otherwise out of step with current expectations. For example, could your dress code result in a petition with more than 150,000 signatures and an investigation by a Parliamentary committee, as happened when receptionist Nicola Thorp was sent home from an agency assignment with PwC for wearing flat shoes?
Susie Munro, senior employment law editor
HR and legal information and guidance relating to personal appearance and behaviour.