{"id":3305,"date":"2018-04-02T12:44:35","date_gmt":"2018-04-02T16:44:35","guid":{"rendered":"https:\/\/www.lindabury.com\/firm\/?p=3305"},"modified":"2025-02-24T13:32:24","modified_gmt":"2025-02-24T18:32:24","slug":"can-employer-avoid-discrimination-legal-liability-implementing-dress-code","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/can-employer-avoid-discrimination-legal-liability-implementing-dress-code.html","title":{"rendered":"How Can An Employer Avoid Discrimination And Legal Liability When Implementing A Dress Code?"},"content":{"rendered":"

Although not required by federal or New Jersey law, many employers utilize policies, which govern appropriate dress and grooming standards for employees in the workplace. For example, when attending business meetings with visitors or clients, employers may require that employee attire reflect that of the individuals with whom that employee is meeting. In other circumstances, employees may simply rely upon common sense and good judgment regarding their appearance and clothing in the workplace or employers may choose to give employees examples of what is appropriate and inappropriate attire. In doing so, however, employers need to be mindful of the potential implications under federal laws such as Title VII of the Civil Rights Act of 1964 (\u201cTitle VII\u201d), the Americans with Disabilities Act (\u201cADA\u201d), or state laws like the New Jersey Law Against Discrimination (\u201cNJLAD\u201d).<\/p>\n

Specifically, employers need to be aware of the following potential forms of discrimination that that may arise as a result of a dress code policy:<\/p>\n