In the case of Matthew Thompson v DWP, Mr Thompson complained that a dress code requiring him to wear a tie to work amounted to sex discrimination against male staff. The tribunal agreed, that the policy required me, but not women, to wear clothing of a certain kind. The DWP dropped their case and offered to let men turn up tie-less to work, provided 7,000 copycat cases pending from other male workers were dropped.

So how far can employers go?

• Base policy on business-related reasons eg, health and safety, maintaining public image
• Spell it out – clarify even ‘casual’ dress codes eg no shorts or jeans, and any special requirements for customer-facing staff
• Accommodate within reason eg on grounds of religion, health, disability

Acorn's tip: don’t treat one sex more favourably – or fashionably – than the other in dress codes.

For more information view www.employment appeals.gov.uk