Workplace dress codes and grooming policies are a common part of employment, but they can also create legal challenges. Employers want professional-looking employees, while workers want to express themselves and avoid unnecessary restrictions. So, where’s the legal line? Let’s break down the do’s and don’ts of workplace appearance policies.
Can Employers Legally Enforce Dress Codes?
Yes, employers generally have the right to enforce dress codes and grooming policies, as long as they are job-related and applied fairly. The key legal considerations include:
- Anti-Discrimination Laws: Policies cannot discriminate based on race, sex, religion, disability, or other protected categories under Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e‑2).
- Disability Accommodations: Employers must provide reasonable accommodations for employees with disabilities under the Americans with Disabilities Act (ADA) (42 U.S.C. § 12112(b)(5)).
- Religious Accommodations: Employees must be allowed to wear religious attire (such as hijabs or yarmulkes) unless the employer can show an undue hardship (EEOC v. Abercrombie & Fitch Stores, Inc., 575 U.S. 768 (2015)).
- Gender and Hair Discrimination: Some courts and states have ruled that policies restricting natural hairstyles (such as afros, braids, and dreadlocks) can be racially discriminatory (CROWN Act laws are gaining momentum nationwide, though not yet in West Virginia).