HR guide to casual dress codes in the workplace

Executive overview

Workplace attire has shifted dramatically toward casual, but a relaxed dress code still requires clear boundaries. Without a written policy, ambiguous standards create conflict — from political slogans on t-shirts to hygiene issues.

Define what "casual" means for your specific organization, set it in writing, and align it with your brand, client-facing roles, and legal obligations.

Even a casual dress code needs explicit rules to prevent distraction, discrimination claims, and brand damage.

What casual dress code looks like

• Casual sits below business casual — informal, but not so relaxed it makes coworkers uncomfortable
• Common in tech and creative industries; may include jeans and t-shirts or resemble business casual depending on the company
• Each organization must define its own acceptable range

Why you should address dress code with employees

• Employees express identity through clothing — conversations about attire can feel personal
• Political or ideologically charged clothing can offend colleagues with opposing views
• Profanity on clothing is distracting and potentially offensive, especially in face-to-face settings
• Torn, stained, or excessively revealing clothing undermines brand image even in casual environments

How to build a dress code policy

• Anchor policy decisions to company needs, goals, brand image, and culture — a sporting goods company and a bank have different standards
• Set specific expectations: list acceptable items and prohibited items explicitly; vague terms like "casual" mean different things to different people
• A written policy gives you a documented reference point when addressing violations

Client-facing roles

• First impressions matter — appearance signals professionalism to clients
• Employees interacting with clients should dress to the level clients expect, not just what is internally comfortable

Compliance and legal considerations

• OSHA mandates safety-specific attire in some industries: closed-toed shoes, eye protection, flame-retardant clothing
• Title VII of the Civil Rights Act protects employees from appearance-based discrimination tied to religion, gender, disability, or sexual orientation
• The Supreme Court ruled against Abercrombie for denying a job over a hijab — religious dress must be accommodated
• Review DE&I implications before finalizing any dress code policy

Hygiene and grooming

• Include basic hygiene standards alongside clothing rules: employees should be clean, and their clothing should be too
• Reference the existing list of appropriate and inappropriate clothing for specificity