Under the Equality Act 2010, dress codes and uniform rules must not disadvantage protected groups. Policies should be gender-neutral in language, flexible on reasonable adjustments, and consistently applied. If a risk assessment shows PPE is required, employers must provide suitable PPE free of charge to employees and limb (b) workers, ensure compatibility across items, maintain and replace it, and provide training. This duty has applied since April 2022. Examples of how this affects workwear:

• Pregnancy and new mothers require an individual risk assessment once notified in writing, with adjustments, suitable alternative work or paid suspension if risks cannot be controlled. Garments may need to change as pregnancy progresses.
• Religion and belief must be accommodated where reasonably practicable. Turban-wearing Sikhs are legally exempt from head protection in most workplaces, with limited emergency-response exceptions. Employers must still control head-injury risks through other measures.
• Facial hair and RPE Tight-fitting respirators require a face seal. Where beards are worn for religious or other reasons, select alternative RPE that does not rely on a tight fit, or use higher-order controls.

If a rule bans head coverings or forces a single gendered cut, it risks indirect discrimination. Keep policies short, task-led and evidence-based. . See our guidance on avoiding discriminatory policies for more insights.

Fit for different bodies

• Stock full women’s and men’s size runs with petite and tall options.
• Specify glove ranges from size 5 upward and footwear with width options.
• Track returns and exchanges by size to spot gaps.
  Evidence from BSI’s work on inclusive PPE shows poor fit is widespread for women and impacts safety and task performance.

Maternity-compatible PPE

• Keep maternity versions of any required high-visibility or protective garments in stock.
• Choose designs with elasticated side panels, over-bump support, adjustable waists and repositioned tape.
• Re-fit at intervals; record adjustments in the individual risk assessment. HSE

Religion and modesty

• Provide modest layering and longer cuts that remain compatible with EN standards for visibility or protection where required.
• For headwear, distinguish between when helmets are legally required for most workers and the Sikh turban exemption, then plan engineering controls for those who are exempt. HSE

Gender identity and dignity

• Allow colleagues to choose the cut that fits them best, irrespective of gender.
• Provide private try-on space and a no-questions exchange policy.

RPE selection and alternatives

• Hold multiple models for face-fit testing to accommodate different face shapes.
• Where beards are kept for religious reasons, specify loose-fitting powered hoods instead of tight-fitting respirators.
• Reinforce that RPE is last resort after elimination, substitution and engineering controls. HSE

Comfort that drives compliance

• Temperature-adaptable layers, breathable waterproofs, soft-shells, anti-slip footwear and dexterity-appropriate gloves all reduce removal and non-compliance.

Many workwear ranges have long relied on unisex fits, resulting in ill-fitting clothing for female staff. KLM UK Engineering introduced gender-specific options and a complete size run to correct this. The aim was wider than appearance; it was about comfort, performance and making every team member feel recognised and valued. Read our KLM Case Study for more insights on how uniform can be used as a positive culture enabler.