Workplace Dress in Ontario: What Belongs in Your Policy?

In Ontario, workplace dress codes are more than just fashion statements—they’re policy decisions. A clearly written dress code helps employers manage professionalism, safety, and inclusivity, all while reducing the risk of legal challenges. Yet, many organizations still overlook this critical piece of their workplace policy framework.

This article explores what Ontario employers need to consider when developing a workplace dress policy and how it fits into broader employment and HR policies.

Why a Workplace Dress Policy Matters

A well-structured workplace dress policy supports your organization’s image, promotes a safe working environment, and ensures expectations are applied fairly across the board. Without one, you risk inconsistent enforcement and potential human rights violations.

Dress code issues commonly arise in:

• Public-facing roles requiring a professional appearance

• Safety-sensitive environments where clothing must meet health and safety standards

• Religious or cultural accommodations involving attire or grooming

What to Include in a Workplace Dress Policy

A workplace dress policy should be tailored to your organization’s operational needs and values. At a minimum, it should cover:

1. General Expectations:
Define what is considered professional, business casual, or uniform-appropriate for your workplace. Be specific where necessary.

2. Safety Requirements:
Incorporate any legal obligations under the Occupational Health and Safety Act (OHSA), such as requirements for closed-toe shoes, high-visibility gear, or protective clothing.

3. Religious and Cultural Accommodations:
Your policy must leave room for reasonable accommodations under the Ontario Human Rights Code. Employers cannot enforce dress codes in a way that discriminates based on religion, gender, or other protected grounds.

4. Gender-Neutral Language:
Avoid gender-based standards. Instead of stating that “men must wear ties” or “women must wear skirts,” set standards that apply consistently to all employees.

5. Remote or Hybrid Work Attire:
If expectations differ for video meetings or work-from-home scenarios, these should be included in the policy.

6. Enforcement and Consequences:
Outline how the policy will be enforced and what steps will be taken if an employee violates the dress code, such as verbal warnings or progressive discipline.

Human Rights Considerations

The Ontario Human Rights Commission has made it clear that dress codes must not reinforce stereotypes or treat employees differently based on sex, gender identity, race, or religion. For example, a “no head coverings” rule could violate the rights of employees who wear hijabs or turbans.

To stay compliant, review your policy through a human rights lens before implementation.

How an Employment Lawyer Can Help

When drafting or revising a workplace dress code, legal review is essential. An employment lawyer can help:

• Ensure your policy complies with Ontario law

• Review for potential human rights issues

• Align the dress code with other workplace policies

• Assist with training and implementation

• Provide guidance on enforcement procedures

Final Thoughts

Workplace dress may seem like a minor detail, but it can have serious legal and reputational consequences if handled improperly. A thoughtful, inclusive dress code—anchored in your broader employment policies—helps you protect your organization while maintaining a professional and respectful work environment.

Need Help With Your Workplace Policies?

Whether you’re drafting your first dress code or updating your current policies, Achkar Law can help. Our employment lawyers assist organizations across Ontario with employment agreements, handbooks, and compliance strategies tailored to your business needs.