Businesses are certainly allowed to use dress codes. In many cases, workers will be told to wear business casual attire. In other cases, they may be given a uniform that they have to wear on the job.
These dress codes are not inherently discriminatory. However, there are some issues that could come up that could make them an example of discrimination, and it’s important for both employers and employees to know how this may happen.
Violating religious beliefs
One example is if the dress code forces employees to do something that goes against their personal religious beliefs. For instance, maybe their religion states that they have to wear a certain type of headwear. An employer may make a dress code stating that no one can wear this headwear, and employees outside of the religion wouldn’t be affected at all. But this could be discrimination against anyone who follows that religion, because it is clear that the dress code is aimed at them more than anyone else.
Gender discrimination
Another example is if the dress code forces employees to wear attire that conforms to the employer’s specific gender norms. Dress codes can be different from one gender to another, but employers cannot force employees to conform to any specific gender identity.
Applying to everyone equally
The biggest thing with a dress code is that it should apply to all employees equally. If it has a greater impact on people of a certain gender or a certain religion, then they may claim that it’s a violation of their rights because they specifically are being discriminated against. In situations like this, it’s important for those employees to understand exactly what legal steps to take.