As of 13 August 2026, AI can only partly create a fair dress code policy for your UK employees.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open GOV.UK guidance on discrimination at work, equality law and reasonable adjustments, and note the current points relevant to your workplace.
   2. Gather your existing handbook, equality policy, health and safety assessments, disciplinary process, uniform rules and any employee or union feedback.
   3. Write down the actual requirements for each role, separating genuine safety, hygiene or operational needs from preferences about appearance.
   4. Paste those materials and facts into the prompt, replacing each bracketed slot with your own information and removing confidential personal details.
   5. Ask the chatbot for the draft and its list of legal and implementation questions, then compare every requirement against the work-related reason you recorded.
   6. Send the draft, source documents and flagged questions to an employment solicitor or qualified HR adviser before consultation or publication.
   7. Run the final wording through your consultation process, record agreed changes, brief managers on consistent enforcement and publish the approved policy with its review date.

   Prompt

   Create a draft dress code policy for a UK workplace using the information below.
   
   Business and workplace: [describe the business, sites and work environment]
   Employee roles: [describe the roles and any different requirements]
   Health and safety requirements: [list genuine risks and required protective clothing]
   Customer or client-facing requirements: [describe any evidence-based presentation needs]
   Existing policies: [paste relevant handbook, equality, health and safety, flexible working and disciplinary wording]
   Current practice: [describe what employees wear now and any problems]
   Consultation constraints: [describe trade union, employee forum or consultation arrangements]
   
   Write in plain, respectful British English. Make requirements specific, proportionate and based on the work rather than gender, age, race, religion or belief, disability, pregnancy, sexual orientation or any other protected characteristic. Do not set different standards for men and women unless there is a clearly evidenced and lawful reason. Include sections for purpose, scope, general standards, health and safety, religious and cultural dress, disability and health-related adjustments, pregnancy, gender expression, personal protective equipment, exceptions, support and consultation, reporting concerns, consistent enforcement and review. Use neutral examples rather than subjective words such as smart, professional or appropriate unless you define them.
   
   For every requirement, explain its work-related reason and flag anything that needs confirmation. Identify possible Equality Act 2010, reasonable-adjustment, health and safety or data-protection issues without asserting that the policy is legally compliant. List the questions an employment solicitor or qualified HR adviser should answer before this is issued. Do not invent facts, legal conclusions or workplace requirements. This is not professional advice.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.