Staff Handbook – Dress and Appearance Policy

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While an employer wants to establish criteria for acceptable standards of dress and personal appearance in the workplace, when employees are working remotely, and when employees are travelling on company business, this Dress and Appearance Policy can be used to do so.

There are alternative clauses for circumstances in which employees are expected to dress formally for business, for circumstances in which employees are required to wear a uniform and/or personal protective equipment (PPE) such as gloves or a hard hat, and for circumstances in which employees are permitted to dress casually.

The policy also acknowledges that there may be circumstances in which employees find it difficult to follow the company’s dress code. For example, if an employee has a disability or is experiencing menopausal symptoms, the policy recognises that this may be a difficult time for them to adhere to the dress code.

Employers have a responsibility to take reasonable precautions to ensure that their policies regarding dress and appearance do not constitute direct or indirect discrimination on the basis of gender, race, religion or belief, or disability.

Employers should also ensure that any requirements can be objectively justified.

A requirement should be linked to grounds of safety, health, or cleanliness, to prevent offence, or to ensure that employees portray a professional image of the company to the public in order for there to be any possibility of it being justifiable.










  • 一方面确保公司关于着装和外表的规定,不直接或间接构成性别、种族、宗教或信仰或残障的歧视;
  • 另一方面,请务必也确保灵活;
  • 同时也需要考量安全、健康或卫生等因素。

用人单位应确保他们对男性和女性雇员,都采用相同的标准。 万一并员工的宗教或文化,可能导致他们无法遵守政策,那么需要适时作出相应的调整。 因此《着装政策》也包括了“宗教和文化着装”部分,以便更详细地说明有哪些事项需要留意。


The following templates are offered solely for educational and informational reasons:

✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.

✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the policy itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).

✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analysing the terms of the policy in light of any potential legal ramifications.


以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该政策本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。

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