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Dress Code – It’s a Balancing Act.

There has been a lot made of the “Eweida” ruling at the European Court of Human Rights this week but how does this affect your business?

As an employer you must be aware of the Equality Act 2010 which protects employees from discrimination in the workplace. This week we have seen from the European Court of Human Rights discrimination can even apply to a dress code. However, this is not necessary a ruling that will affect your place of work.

If you have a dress code in place for example, banning jewelry in the workplace and this is due to hygiene reasons then it is likely that the dress code is justified and would be upheld in court. Banning a religious item because it does not fit your corporate image would on the other hand be very difficult to justify.

Health and safety at work is paramount and if an item of jewelry or clothing could genuinely pose a risk then this dress code is likely to be warranted.

As an employer you must balance the needs of your employees with the best interests of the business.

Communication and consistency are key, be open with your employees and ensure that your dress code is clear and concise.

If you are in doubt about any aspects of discrimination or the Equality Act, why not give us a call and we can give you clear and simple advice.

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