Hi

I need some expert advice on a sensitive issue. We have had a complaint from a senior manager of one of our  customers with regards to an employees appearance, namely his hairstyle. He has basically advised us that he feels this employees hairstyle is inappropriate and that we must take disciplinary action.

This employee has been employed with us for nearly 18 months and has had similar hair styles in the past. His hairtyle doesnt put his health and safety at risk and I believe it doesnt affect the company image in anyway ! Nonetheless, his line manager wishes to take action and suspend the employee to 'go and sort it out', before allowing him to return to work.

Can anyone please advise if they have dealt with something similar and if so what action they took. I have advised the management team to take caution in handling this situation as we could be looking at a similar case which I have read about in the papers recently.

Ta

What exactly constitutes the bad hair style? Is it a daring Mohican or just a tasteless Kevin Keegan perm?

Surely a suspension can only happen if it's been established that the hairstyle contravenes a dress code and disciplinary action is being taken.

Do you have a dress code policy?

The line manager has to be communicated that a disciplinary action can only be warranted once a policy has been violated. In this instance as Nicky has stated, a Dress Code policy is required and more specifically with a clear definition covering the topic of " Hairstyle" and it's appropriateness, this itself stands valid provided there is no clause in UK employment law which restricts the employer from specifying attributes of personal appearance for it's employees.

If a such a policy does not exist than a feasible approach  would be to understand the context of the Senior Manager's concern and if objectively identified that the hairstyle is not conducive to the working environment or may be having a negative impact on business dealings than the employee could be counselled towards changing his hairstyle. More appropriately the employee could be facilitated towards a slight change in his haristyle to begin with rather than persuading towards an overall change. The Senior Manager also needs to be counselled that issues such as appearance are of a very personal and sensitive nature. The employee agrees that he needs to change but would like to have some support from your side enabling him to go for a minor change at first and than proceeding towards something more appropriate.

Imagine an example in which a Line Manger doesn't like an employee's face, would we proceed and expect the employee to acquire a Face Overhaul through plastic surgery?

Note: Please understand that I am not an expert on UK HR practices but am a practicing HR professional outside of the UK. This comment is based on personal experience of working in the HR profession as a HR Generalist and aimed to provide some objective reflection and help.

I think firstly you need to approach the line manager and urge that he tread cautiously. It may be worth reminding him that for 18 months he has found no cause for concern.

Although I am sure the line manager has been shocked by the customers reaction, It would seem if there is no dress code (with a hair clause lol) the best possible route would be to ask the employee to tone it down for work ( in a informal way).

If the company feels it is nessacary to avoid any future problems a policy needs to be introduced asap.