Tattoos and Piercings in the Workplace

Is it time to revamp your Company’s dress code policy to set out your approach to dress and appearance both in the workplace, client facing and when remote working.  Your policy can reflect company culture and external image and will give confidence to your employees, clients, customers and partners.

You can give your expectations, standards of dress and appearance, include appropriate inclusive, equality and diversity statements and details of whom an employee can contact if they have questions or concerns.

The Equality Act 2010 does not specifically protect people who have tattoos or piercings. Therefore, employers can refuse to employ an individual based on their body art or piercings and can require employees to cover up tattoos or remove piercings while working.

If there are items of clothing or attire, that are not permitted, these can be itemised and explanations given.  You can also cover uniforms, protective clothing (PPE), health, safety, hygiene and welfare requirements, where appropriate, and where PPE is a legal requirement.

You should also include when and where the dress code might be relaxed or when reasonable adjustments permitted.

As with any policy we recommend that it is clearly communicated to all staff and included in your staff handbook and that it is monitored and updated as required. 

If you would like assistance with a dress code policy, or if you have a dress code issue please get in touch on 01473 276170 or email us at soshr@sos-hr.co.uk