null Skip to main content
​Work Uniform Laws in the UK: A Comprehensive Guide for Employers

​Work Uniform Laws in the UK: A Comprehensive Guide for Employers

Posted by Emma on 2nd Dec 2023

In the UK, no specific laws govern dress codes and uniforms in the workplace. Employers have the discretion to implement dress code policies, but they must ensure these policies do not discriminate unlawfully against workers.

colourful t shirts hanging up

Understanding Dress Regulations


A dress code is a company policy outlining required employee attire while working.

Reasons for Implementation:

Health & Safety: For example, tying back hair in kitchens or wearing protective clothing around hazardous substances.

Corporate Image: Ensuring clients easily identify staff by their workplace uniform.

Developing a Dress Code or Uniform Policy

Components of a Policy: This should include a policy brief, scope, detailed dress code, and disciplinary consequences for non-compliance.

Health & Safety Considerations: Policies must consider potential risks, like the requirement of specific footwear and its impact on safety.

Defining a Uniform

Criteria: Clothing with permanent and conspicuous branding can be considered a uniform. However, generic items in specific colours may not constitute a uniform.

Employer-Issued vs. Employee-Purchased Items: Employer-issued items with branding are uniforms, but accompanying items purchased by the employee are not.


Financial Aspects of Work Uniforms

Employer Obligations: There is no legal requirement to pay for non-PPE uniforms, but it is advisable for positive workforce relations.

PPE Uniforms: Employers must provide PPE without charge, and employees are expected to return these upon contract termination.

Deductions and Minimum Wage Compliance: Employers can deduct uniform costs from wages only with a contractual agreement and must ensure that post-deduction pay meets minimum wage requirements.

Legal Obligations of Employers

Uniform Payment: Employers are not legally obliged to pay for uniforms, except for PPE.

Contractual Clarity: Any intentions to make employees pay for uniforms must be clearly stated in employment contracts.

Practicality: Offering a uniform allowance or initial sets for free is advisable.

Handling Uniform Damage or Non-Return

Deductions for Damage or Loss: Allowed if specified in the employment contract, but must not reduce pay below minimum wage.

Addressing Employee Complaints

Common Issues: Refusal to wear uniforms, maintenance costs, and affordability.

Solutions: Providing allowances, offering practical uniforms, and informing employees about tax relief for maintenance costs.

colourful t shirts folded up

Tax Relief for Work Uniforms

Employee Tax Implications: Maintenance costs for uniforms are tax-deductible. However, initial purchase costs are not.

Employer Reporting Obligations: Employers must report uniform costs to HMRC and may face tax and National Insurance obligations depending on the nature of the clothing provided.

Dealing with Discrimination Risks

Equality Act 2010 Compliance: Dress codes MUST not discriminate based on protected characteristics. Adjustments should be made for disabled employees and allowances for religious beliefs.

Gender-Neutral Policies: Dress codes should equally apply to men and women, avoiding sexist requirements.

HMRC Regulations

Reporting Obligations: Employers must report uniform costs on form P11D and potentially pay Class 1A National Insurance, depending on the type of clothing provided.

If you are unsure about your accounting responsibilities, seek help from your bookkeeper or accountant.