As you will see from this unfortunate situation, employers should keep potential issues of discrimination in mind when drafting their dress code policies.

Not only should employers be mindful about whether their dress code requirements might be viewed as sexist, they should also consider religious and racial sensitivities, as these are protected characteristics under the Equality Act 2010.

If you are able to objectively justify having a particular dress code, you are likely to be on the right side of the law. Getting the policy right is crucial.