Can a Workplace Dress Code Be Considered Discriminatory?
Pasadena, United States – July 13, 2026 / D.Law /
Being forced to follow a strict dress code at work can feel restrictive, but could such an action also be considered discrimination? D.Law, a California-based employment law firm, warns workers to closely evaluate their dress codes to ensure they do not unfairly target certain protected classes.
Understanding examples of potentially discriminatory dress codes helps workers determine whether their own workplace policies may be unlawful. D.Law represents those seeking remedies for employment discrimination and helps them understand their rights and options.
Are Dress Codes Generally Legal in California?
It is often perfectly legal for employers to enforce dress codes at work, says D.Law. However, those policies should be applied fairly to all workers in the same position and should not discriminate based on race, gender, religion, or any other protected characteristic.
Dress codes that require workers to wear specific branded apparel that they generally could not find in their own closets may be considered uniforms under California law, meaning the employer would be obligated to purchase it for the worker.
When Do Workplace Dress Codes Become Discriminatory in California?
Discriminatory dress codes place an unfair burden on workers who belong to protected classes. They might discriminate based on gender, or gender expression. Or they might prevent a worker from adhering to religious or ethnic customs.
Examples of potentially discriminatory dress codes include:
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A policy that requires women to wear skirts but allows men to wear more practical clothing (gender discrimination)
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A policy that prohibits headcoverings, preventing workers who wear hijabs or yarmulkes for religious purposes from practicing their religions (religious discrimination)
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A dress code that prevents Black workers from maintaining protective hairstyles such as braids, twists, locs, or afros (racial discrimination)
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A dress code that prohibits men from having facial hair, which would go against some men’s religious beliefs (religious discrimination)
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A policy that prevents men from having long hair, when the same policy does not apply to women (gender discrimination)
Employers in California are required to make religious accommodations in the workplace unless doing so would create “undue hardship.” They may also not hold employees of one gender or race to more burdensome standards than those of others.
What Workers Can Do in the Face of Discriminatory Dress Codes
Workers who believe their employers’ dress codes are discriminatory can begin by reporting the issue to the human resources department or requesting an accommodation, depending on the circumstances. If these actions are unsuccessful, they can consider contacting an employment discrimination attorney at D.Law for legal assistance and representation.
An attorney may recommend reporting the discriminatory policy to the California Civil Rights Department (CRD) and potentially seeking damages. Sometimes, filing a claim with the CRD is enough to convince employers to adjust policies to be fair for all workers.
About D.Law
D.Law is an employment law firm with locations across California. The firm represents workers experiencing discrimination, harassment, unpaid wages, retaliation, and other forms of unlawful treatment in the workplace.
Those interested in requesting a legal consultation can contact the firm at 818-275-5799 and speak with a case manager.
Contact Information:
D.Law
250 N Madison Ave, Pasadena, CA 91101, United States
Pasadena, CA 91101
United States
Emil Davtyan
https://d.law/
Original Source: https://d.law/examples-of-gender-discrimination-in-the-workplace/
