Tattoos and body piercings have become more popular, however, prohibition or restriction on your employees from displaying them could be against employee laws.
According to Title VII of the Civil Rights Act, employers with 15 or more employees “must reasonably accommodate employees’ sincerely held religious practices unless doing so would impose an undue hardship on the employer.” Before establishing and enforcing dress code requirements that prohibits all tattoos and piercings, employers must take in consideration of the religious discrimination laws that they may be violating.
However, there are circumstances in which a prohibition is appropriate. For example, the employer must be able to demonstrate that employees’ body piercing may result in a safety risk to the employee or others, or it may prevent them from completing their work to the maximum of their capabilities. Additionally, employers may establish dress code restrictions that prohibits tattoos and body piercings that are not consistent with the organization’s branding, images, values, or missions. Moreover, tattoos can be prohibited if it contains slogans or images that are demeaning or feature profanity or other messages that do not promote or enhance a safe and productive workplace.
Here at JH Consulting, we offer high-quality and valuable services to fit your company’s needs. Feel free to contact us if you need assistance with updating your employees’ handbook or your company’s policies to better include appropriate regulations.