{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Uniform and Dress Code Policy

1. Purpose

The purpose of this policy is to provide clear, consistent, and professional guidance on the uniform and dress code requirements for all staff supplied by {{org_field_name}}. The uniform and dress code are essential for promoting a professional image, ensuring safety and infection prevention, and supporting the dignity and comfort of both staff and service users. Staff working for {{org_field_name}} represent both the agency and the healthcare settings to which they are assigned, and therefore are expected to present themselves in a manner that promotes confidence, trust, and reassurance.

This policy aims to ensure that temporary workers supplied by {{org_field_name}} maintain a consistent, professional and safe appearance in line with applicable employment, equality, health and safety, infection prevention and control, and agency-work requirements. This includes the Health and Safety at Work etc. Act 1974, the Personal Protective Equipment at Work Regulations 1992 as amended by the Personal Protective Equipment at Work (Amendment) Regulations 2022, the Equality Act 2010, the National Minimum Wage Act 1998 and National Minimum Wage Regulations 2015, the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, and relevant client-site infection prevention and control policies.

2. Scope

This policy applies to all temporary workers, agency workers, registered nurses, healthcare assistants, support workers, and other staff supplied, employed, or engaged by {{org_field_name}}, whether engaged under a contract of employment, worker agreement, zero-hours arrangement, or other contractual arrangement.

This policy applies when workers are attending or working at client premises, including care homes, nursing homes, hospitals, clinics, supported living settings, community settings, or any other health or social care environment to which they are assigned.

This policy also applies to directors, managers, recruiters, and office-based staff when visiting client sites or representing {{org_field_name}} in a professional setting.

Where a client has a stricter lawful uniform, PPE, infection prevention, or identification requirement, the client’s site-specific requirement must be followed unless it conflicts with health and safety, equality law, professional requirements, or this policy. Where there is any uncertainty, the worker must contact {{org_field_name}} before or during the shift for guidance.

3. Related Policies

This policy should be read alongside the following policies and documents:

• Infection Prevention and Control Policy
• Health and Safety Policy
• Equality, Diversity and Inclusion Policy
• Reasonable Adjustments Policy or Procedure
• Code of Conduct
• Disciplinary Policy
• Safeguarding Adults Policy
• Confidentiality and Data Protection Policy
• Recruitment and Selection Policy
• Right to Work Policy
• Temporary Worker Agreement or Terms of Engagement
• Client placement instructions, booking confirmations, and site-specific uniform or PPE requirements

4. Legal and Regulatory Framework

{{org_field_name}} will operate this policy in accordance with applicable legislation and guidance in England, including:

• the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003;
• the Agency Workers Regulations 2010, where applicable to the assignment;
• the Health and Safety at Work etc. Act 1974;
• the Personal Protective Equipment at Work Regulations 1992, as amended by the Personal Protective Equipment at Work (Amendment) Regulations 2022;
• the Equality Act 2010;
• the National Minimum Wage Act 1998 and National Minimum Wage Regulations 2015;
• the UK GDPR and Data Protection Act 2018 where identification, photographs, health information, adjustment requests, or uniform-related records are processed;
• relevant national and local infection prevention and control guidance; and
• client-site policies and procedures that apply to the placement.

{{org_field_name}} does not carry on regulated activities and does not provide care directly. The client organisation is responsible for the regulated activity, care delivery, supervision, local IPC arrangements, and site-specific risk assessments. However, {{org_field_name}} will take reasonable steps to ensure that workers supplied to clients understand and comply with appropriate dress, identification, PPE, hygiene, and professional appearance requirements.

5. Policy Statement

{{org_field_name}} requires all workers to present themselves in a clean, safe, professional, and appropriate manner when attending work, training, interviews, client premises, or any assignment arranged by the agency.

The purpose of uniform and dress-code standards is to:

• support infection prevention and control;
• promote health, safety, dignity, and public confidence;
• ensure workers are identifiable and appropriately dressed for the environment;
• comply with lawful client-site requirements;
• support equality, diversity, and inclusion; and
• avoid dress, footwear, jewellery, or personal items that may create a safety, hygiene, safeguarding, or professional risk.

Requirements under this policy must be applied consistently and must not discriminate unlawfully on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.

5. Responsibilities

Directors and Senior Management

As {{org_field_name}} is not a CQC-registered provider and does not have a CQC registered manager, the directors and senior management are responsible for:

• ensuring this policy is reviewed, updated, and communicated to all workers;
• ensuring workers receive appropriate guidance on uniform, dress code, PPE, identification, infection prevention, and client-site expectations during induction and refresher training;
• ensuring that client placement information includes any known site-specific uniform, PPE, identification, or dress-code requirements;
• taking reasonable steps to investigate reported breaches of this policy;
• monitoring compliance through client feedback, worker feedback, spot checks, audits, and incident reviews where appropriate;
• considering requests for reasonable adjustments connected with disability, health, pregnancy, maternity, religion, belief, culture, or other protected characteristics; and
• ensuring that any uniform charges, deductions, deposits, or required purchases are assessed for National Minimum Wage compliance before being applied.

Client Organisations

Client organisations are responsible for providing clear site-specific instructions where particular uniforms, PPE, identification, infection prevention measures, or health and safety controls are required for the placement. Where the client is carrying on a regulated activity, the client remains responsible for the regulated activity, local supervision, safe systems of work, local risk assessments, and compliance with applicable CQC requirements.

Where PPE is required because of risks arising from the client’s premises, service users, tasks, or local risk assessment, the client is normally expected to make suitable PPE available at the point of care or work unless otherwise agreed in writing with {{org_field_name}}.

Temporary Workers and Agency Staff

All workers must:

• comply with this policy and any lawful, reasonable, assignment-specific uniform, dress-code, PPE, and infection prevention requirements;
• attend assignments in clean, appropriate, and professional clothing or uniform;
• ensure their uniform and footwear are suitable for the role, environment, and tasks they are expected to perform;
• follow bare-below-the-elbow requirements when delivering direct care or where required by local IPC policy, unless a risk assessment or PPE requirement indicates otherwise;
• wear suitable PPE as instructed and report immediately if PPE is unavailable, unsuitable, damaged, or not fit for purpose;
• wear identification as required by {{org_field_name}} and the client;
• raise any health, disability, pregnancy, religious, cultural, or other adjustment request as early as possible; and
• report to {{org_field_name}} and the client any concern that a uniform, dress-code, PPE, or appearance requirement may create a safety, infection control, equality, or dignity issue.

7. General Dress Code Principles

All staff must:

• Present a neat, tidy, and professional appearance at all times.
• Wear the appropriate uniform as specified for their role and the client setting.
• Adhere to placement-specific uniform policies where applicable, without contravening this policy.
• Ensure clothing is well-fitted, clean, and ironed.
• Avoid excessively tight, revealing, or casual clothing.
• Avoid clothing with offensive logos, slogans, or images.
• Use appropriate footwear as outlined below.

Dress-code standards must be applied fairly and consistently. {{org_field_name}} will not impose gender-specific appearance requirements unless they are objectively justified and necessary for the role. Requirements relating to hair, jewellery, footwear, make-up, headwear, clothing length, modesty, or appearance must be based on legitimate professional, health and safety, infection prevention, identification, or dignity reasons.

8. Uniform Requirements

Registered Nurses, Healthcare Assistants, Support Workers and Clinical Agency Workers

Unless the client requires a specific uniform, workers must wear:

• a clean, plain-coloured tunic, scrub top, or polo top appropriate to the role and placement;
• plain dark trousers or other suitable workwear that allows safe movement and maintains dignity;
• clean socks or tights where appropriate;
• clean, closed-toe, low-heeled, slip-resistant footwear suitable for health or social care environments;
• the {{org_field_name}} identification badge and any client-issued identification required for the assignment; and
• any placement-specific uniform, scrubs, colour coding, or identification required by the client.

Scrubs may be worn where required by the client, local IPC policy, the nature of the work, or risk assessment. Workers must not wear clothing that is unsafe, unhygienic, excessively revealing, offensive, discriminatory, or likely to undermine professional confidence.

Office and Visiting Staff

Office staff visiting client premises must wear:

• Smart business or business-casual attire appropriate for healthcare settings.
• Clothing that is practical, professional, and respectful of the care environment.
• Flat or low-heeled shoes suitable for care settings.

Branding, Logos and Client Uniforms

Workers must not wear uniforms, badges, lanyards, or branded clothing that falsely suggests they are directly employed by a client, the NHS, or another organisation unless the client has expressly authorised this for the assignment. Client-issued uniforms, badges, access cards, or lanyards must be used only for the relevant placement and must be returned when requested or at the end of the assignment.

9. Infection Prevention, Hygiene and Workwear

Infection prevention and control must take precedence over personal preference where a genuine IPC risk exists. Workers must follow this policy, the client’s local IPC policy, and any placement-specific instructions.

Workers must:

• attend work in a visibly clean uniform or workwear;
• change uniform or workwear daily, and sooner if visibly contaminated, soiled, or otherwise unsuitable;
• avoid wearing uniform outside work wherever reasonably practicable;
• where changing at work is not available, travel to and from work in a way that maintains professional appearance and minimises contamination risk;
• remove uniform as soon as reasonably practicable after work and launder it appropriately;
• follow bare-below-the-elbow practice when delivering direct care, performing hand hygiene, or where required by local IPC policy;
• remove wrist and hand jewellery before direct care, except a plain wedding band where permitted by local IPC policy;
• keep fingernails clean, short, and free from nail polish, nail extensions, or artificial nails when delivering direct care;
• tie long hair back securely and keep hair away from the face and collar when delivering care;
• keep beards and facial hair clean and tidy and ensure they do not interfere with PPE fit where respiratory protective equipment is required; and
• report any IPC concern, contamination incident, PPE failure, or inability to comply with local IPC requirements to the client and {{org_field_name}} immediately.

Where a client’s local IPC policy requires a stricter standard, the stricter standard must be followed unless it creates a health and safety, equality, or professional concern, in which case advice must be sought from {{org_field_name}}.

10. Footwear

Footwear must be suitable for the role, setting, and tasks being performed. Unless a client’s policy or risk assessment requires otherwise, footwear must be:

• closed-toe;
• low-heeled;
• slip-resistant;
• clean and well maintained;
• secure on the foot;
• suitable for moving and handling, standing, walking, and emergency movement; and
• capable of being cleaned where required by the placement.

Open-toe shoes, backless shoes, high heels, unstable footwear, heavily branded fashion footwear, and footwear that creates a slip, trip, hygiene, or moving-and-handling risk must not be worn in care or clinical settings.

Trainers may be worn if they are plain, clean, safe, slip-resistant, and suitable for the care environment.

Where a worker requires alternative footwear because of disability, pregnancy, medical need, religion, or another protected characteristic, {{org_field_name}} will consider reasonable adjustments in consultation with the worker and, where necessary, the client.

11. Personal Protective Equipment

PPE must be used where required by law, risk assessment, client policy, IPC guidance, or the nature of the task. PPE may include gloves, aprons, gowns, masks, respirators, eye protection, face protection, or other protective equipment.

PPE is a control measure and must be used alongside, not instead of, safe systems of work, hand hygiene, environmental controls, training, and risk assessment.

Workers must:

• follow the client’s PPE policy and local IPC instructions;
• use PPE correctly and only for the purpose intended;
• remove and dispose of PPE safely in accordance with local procedures;
• not reuse single-use PPE;
• report immediately to the client and {{org_field_name}} if PPE is unavailable, unsuitable, damaged, incorrectly fitted, or insufficient for the task;
• complete PPE training required by {{org_field_name}} or the client; and
• cooperate with any fit testing or fit checking requirements where respiratory protective equipment is required.

{{org_field_name}} will take reasonable steps to ensure that workers receive appropriate information and instruction about PPE expectations before or during assignments. Where PPE is required because of risks arising from the client’s premises, service users, care tasks, or local risk assessment, the client is expected to provide suitable PPE unless otherwise agreed in writing.

12. Identification Badges and Access Cards

Workers must wear their {{org_field_name}} photo identification badge while on duty, unless a client’s site-specific policy requires a different arrangement for safety, security, or confidentiality reasons. Where the client issues a badge, access card, lanyard, or temporary pass, the worker must comply with the client’s instructions.

Identification badges must be:

• visible while on duty, unless this creates a safety risk;
• worn above waist level where safe to do so;
• current, accurate, and not defaced or damaged;
• used only by the named worker; and
• returned to {{org_field_name}} or the client when requested or when the assignment or engagement ends.

Workers must not photograph, copy, share, lend, alter, or misuse any identification badge, access card, or security pass. Lost or stolen badges or access cards must be reported immediately to {{org_field_name}} and, where relevant, the client.

13. Equality, Religious, Cultural, Disability and Health-Related Adjustments

{{org_field_name}} is committed to applying this policy in a way that is fair, inclusive, and consistent with the Equality Act 2010. Workers may request adjustments or modifications to uniform or dress-code requirements because of disability, health, pregnancy, maternity, religion, belief, culture, or another protected characteristic.

Examples of possible adjustments may include, subject to risk assessment and client requirements:

• religious or cultural headwear that is securely fitted and does not create an IPC, moving-and-handling, or safety risk;
• disposable sleeve covers or other arrangements where a worker has religious modesty requirements, provided hand hygiene and IPC standards can still be maintained;
• alternative footwear for a disability, pregnancy, or medical condition;
• modified fastenings, fabric, fit, or uniform design for disability, sensory, skin, or mobility needs;
• maternity-related uniform adjustments; and
• alternative identification arrangements where there is a safety or safeguarding concern.

Requests should be made to {{org_field_name}} as early as possible. {{org_field_name}} will consider requests on a case-by-case basis, taking account of the worker’s needs, the role, the client setting, infection prevention, health and safety, dignity, professional standards, and any lawful client requirements.

Adjustments may be refused only where there is a legitimate and proportionate reason, such as a genuine infection prevention, health and safety, safeguarding, security, or professional requirement that cannot reasonably be managed in another way.

14. Tattoos, Jewellery and Body Piercings

Visible tattoos are permitted unless they are offensive, discriminatory, intimidating, explicit, or otherwise inappropriate for a professional health or social care environment. Workers may be required to cover tattoos where this is necessary and proportionate to protect service-user dignity, professional standards, or the reputation of {{org_field_name}} or the client.

Jewellery and piercings must not create an infection prevention, moving-and-handling, choking, injury, safeguarding, or professional risk. In direct care settings, workers must follow local IPC rules on jewellery and piercings. Hand and wrist jewellery must not be worn during direct care except for a plain wedding band where permitted by local IPC policy.

Facial piercings, dangling earrings, large hoops, necklaces, bracelets, watches, smart watches, and other items may be prohibited in direct care settings where they create an IPC, safety, or professional risk. Any restriction must be applied consistently and proportionately.

15. Uniform Maintenance, Replacement and Costs

Workers are responsible for keeping their uniform or workwear clean, presentable, safe, and suitable for work. Workers must replace or report uniform, footwear, or identification items that are damaged, unsafe, faded, contaminated, or no longer professional in appearance.

Where {{org_field_name}} provides uniform, identification, or PPE, workers must use it only for authorised work purposes and must return items when requested.

Any requirement for a worker to buy, replace, clean, or contribute towards uniform, footwear, equipment, or identification must be assessed by {{org_field_name}} for National Minimum Wage compliance before any deduction, charge, deposit, or repayment is made. {{org_field_name}} will not make deductions or require payments that would unlawfully reduce a worker’s pay below the applicable National Minimum Wage or National Living Wage.

Workers must inform {{org_field_name}} promptly if they believe a uniform, footwear, equipment, laundering, or replacement cost may affect their pay or ability to comply with this policy.

16. Pregnancy, Maternity and Temporary Health Conditions

Workers who are pregnant, have recently given birth, are breastfeeding, or have a temporary health condition or injury may request adjustments to uniform, footwear, PPE, or dress-code requirements. {{org_field_name}} will consider such requests promptly and, where necessary, liaise with the client to identify suitable arrangements.

Adjustments may include alternative footwear, maternity uniform, modified fit, additional breaks for changing PPE, or avoiding clothing or equipment that creates a health, safety, or dignity concern. Any adjustment must remain compatible with essential infection prevention, health and safety, and client-site requirements.

17. Client-Specific Instructions

Before accepting or attending an assignment, workers must check any booking confirmation, assignment details, or client instructions for uniform, dress-code, PPE, ID, parking, changing facilities, infection prevention, or site-access requirements.

Where a worker arrives at a placement and is informed of additional requirements, the worker must comply where the requirement is lawful, reasonable, safe, and compatible with this policy. If the worker believes the requirement is unsafe, discriminatory, impractical, or inconsistent with professional or IPC standards, they must raise the matter with the client manager and {{org_field_name}} immediately.

Workers must not leave a placement or refuse a reasonable instruction without first contacting {{org_field_name}}, unless there is an immediate and serious risk to health, safety, safeguarding, or personal security.

18. Non-Compliance

Failure to comply with this policy may result in action by {{org_field_name}}, the client, or both. Depending on the circumstances, this may include:

• being asked to correct the issue before starting or continuing the shift;
• being refused entry to, or removed from, a placement by the client;
• cancellation of a shift where the worker is not appropriately dressed or equipped;
• retraining, supervision, or a formal reminder;
• investigation under the Disciplinary Policy or relevant worker procedure;
• removal from a specific client assignment; or
• removal from the agency’s active worker list in serious or repeated cases.

Before formal action is taken, {{org_field_name}} will consider whether non-compliance was connected to disability, pregnancy, maternity, religion or belief, health, lack of client information, lack of PPE, unclear instructions, or another factor requiring support or adjustment.

Serious breaches, including deliberate misuse of ID, refusal to wear required PPE without good reason, attending work in contaminated clothing, or wearing items that create a significant safety, safeguarding, or IPC risk, may result in immediate removal from the placement and further action.

19. Training and Communication

Workers will receive information, instruction, or training appropriate to their role and assignments, which may include:

• uniform and dress-code expectations;
• infection prevention and control principles, including hand hygiene and bare-below-the-elbow practice where applicable;
• PPE use, limitations, reporting concerns, and safe disposal;
• health and safety risks linked to clothing, footwear, jewellery, hair, nails, and accessories;
• equality, diversity, inclusion, and reasonable adjustments;
• identification badge and access-card requirements; and
• how to raise concerns about unsafe, discriminatory, unclear, or impractical uniform or PPE instructions.

Workers must also complete any client-required site induction or training relating to uniform, PPE, IPC, health and safety, or security before or during the assignment where required.

20. Monitoring and Review

The directors of {{org_field_name}} are responsible for monitoring compliance with this policy through appropriate methods, which may include client feedback, worker feedback, spot checks, audits, incident reviews, complaints, and supervision records.

This policy will be reviewed at least annually, or earlier where required because of:

• changes in employment, equality, health and safety, PPE, agency-work, or infection prevention legislation or guidance;
• changes in client requirements or commissioning expectations;
• incidents, complaints, safeguarding concerns, or IPC concerns;
• feedback from workers, clients, or service users;
• changes to the services supplied by {{org_field_name}}; or
• any decision by {{org_field_name}} to begin providing or directing regulated care activities.

If {{org_field_name}} changes its business model and begins to provide, direct, manage, or supervise regulated care activities, the directors must review whether CQC registration is required before the activity begins.

---

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.