Dress Code Policy

Stipulate a dress code to reflect an efficient, orderly and professionally managed organization.

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The dress code policy mandates employees to be presentable and groomed at all times during office hours and especially during meetings with clients and business associates. The attire is a reflection of the company’s professionalism in business and its culture.

This policy template is available for download in Word format.

Dress Code Policy


The objective of the Dress Code or PPE or Uniform Policy (hereinafter referred to as ‘Dress Code Policy’) is to define and establish guidelines for employees to wear attire that is acceptable at the workplace. It is required for employees to maintain decorum and be presentable to business clients and investors.

Scope & Applicability

The scope of the Dress Code Policy is to emphasise acceptable standards of uniform, dress code and PPE within the organisation for different groups of employees. The policy is applicable to all employee/s working in the organisation.

Policy / Process

Policy Definition

The Dress Code Policy defines the acceptable standards of wearing appropriate attire while on the company’s premises or while representing the organisation outside of the premises.

Business Casual Attire

This includes pants, shirts, jackets, skirts and dresses, which are not formal but appropriate for the workplace.

Casual Attire/Smart Casual Attire

Un-torn and un-faded jeans, collared T-shirts, knee-length skirts and casual shoes. This excludes shorts, worn-out jeans, loud t-shirts with images, posters, messages and banners. Casual Attire/Smart Casual Attire should be neat and without any statements.

Business Attire

  • For men - includes suits, pressed shirts, ties, belts, blazers and leather shoes.
  • For women - includes skirts, pant-suits and jackets or blazers with proper shoes.


The Dress Code Policy defines the procedures via the “Policy Guidelines” stated hereunder:

Days for Allowed Attires

Monday to Thursday – Business Attires Friday and Saturday – Smart Casual /Casual Attires

Dress Code and Uniform Guidelines
  • Employees are expected to be clean and well-groomed at all times. The organisation does not restrict grooming styles dictated by religion or ethnicity.
  • Attire should demonstrate professionalism. Clothes that are too revealing are prohibited.
  • Attires should be neat, tidy and in good shape. Tears, rips or holes are prohibited. Clothes with inappropriate and profane messages and lines are prohibited.
  • The dress code shall be subject to change during special occasions and company events and conferences.
  • Employees are always encouraged to maintain professional attire, especially if the role or position demands it.
  • If the role or position continuously demands meeting with clients or prospects, the employees should always wear professional business attire.
  • Employees shall be provided with uniforms and PPE kits if the job profile requires the employees to wear the same.

PPE Guidelines

  • Personal Protective Equipment (PPE) in times of Covid19 pandemic refers to masks and gloves.
  • PPE also protects you from a range of hazardous items if exposed. PPE will protect from health and safety risks and extends employees with extra protection in the event of an accident.
  • Wearing PPE equipment while handling hazardous material or while being present in areas where hazardous materials, like acids, gas, batteries, oil, chemicals, etc., are stored, processed or shifted is mandatory.
  • PPE equipments would include items like head protection/ eye protection/ hand protection/ foot protection/ fall arrest protection/ breathing protection/ hearing protection/ knee protection, and overall body protection.

HR Department or Manager or Supervisor/Procurement Manager Responsibility

  • The HR Manager’s responsibility is to maintain professional standards of communication with employees regarding the Dress Code policy.
  • The Supervisor or Manager’s responsibility is to ensure that employees adhere to this policy.
  • The HR Manager’s responsibility is to notify and undertake disciplinary action if any aberrations are observed in following the said policy by employees.
  • The Supervisor/ Manager/ HR Manager should ensure the availability of PPE kits to employees at all times for the jobs that pose hazardous challenges to them.
  • The HR Manager should inform the Procurement Manager regarding the date of joining of employee/s whose job demands wearing uniforms / PPE kits as per the job profile by submitting a PPE / Uniform Requisition Form
  • The Procurement Manager should plan for stocking such requirements at least one week before the date of joining of employees and supply the same to them on their onboarding day as per the schedule shared by the HR Manager or Supervisor.

Non-compliance and consequences

In the event of non-compliance with the Company Dress Code policy, employees shall be issued a written warning before being subjected to disciplinary action for any repeated offence. The disciplinary action may include termination in the event of irreversible damage in terms of loss of a Client by the organization due to non-compliance with this policy and if the employee/s repeatedly violates this policy.

If the HR Manager and/or Supervisor are unable to extend the PPE kits to employees, then the respective parties referred to as HR Manager or Supervisor or Procurement Manager shall be suspended without pay for a minimum duration of 30 days.

Special Circumstances and Exceptions

If any of the Managers, i.e. HR Manager and/or Supervisor are unable to provide PPE to the employee/s due to any unforeseen circumstances, then the concerned Manager shall give in writing the reasons for delay in the supplies of PPEs and uniforms to the Management.

With the approval of Management or an appropriate Medical officer, employees are exempted from wearing PPE, i.e. masks and gloves, in the event the employee has breathing challenges or allergies and will be refrained from entering the hazardous area or handling such items.

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This template is meant to provide general guidelines and should be used as a reference. This is not a legal document. greytHR will not assume any legal liability that may arise from the use of this template.
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