Dress and Personal Appearance at Work

Policy Scope:

To provide a common standard of appearance for all SYP personnel.

Policy Aims and Objectives:

As a public service it is important that South Yorkshire Police portrays an image which reflects the highest professional standards, which engenders confidence, credibility and trust and is consistent with public expectations. All South Yorkshire Police personnel are expected to maintain a high standard of personal appearance by being well turned out, clean and tidy.

This policy clarifies the standards the organisation expects from officers and police staff, both in uniform and plain clothes, to ensure that all personnel portray the most favourable corporate image of the Police Service.

The policy cannot cover all circumstances; it gives guidance based on reasonableness, corporacy, safety and credibility. In exercising their authority to determine unacceptable dress/appearance, line managers/supervisors need to apply the policy fairly, sensitively and with equal level of enforcement.

Whilst specific examples are given of what is and is not acceptable, there are for example cultural and religious issues which may vary from the general guidelines stated. Authorised approved alterations may be made to uniforms to reflect religious and cultural needs bearing in mind all considerations relating to health and safety. Further clarification on dress and personal appearance can be obtained from Personnel Managers.

Associated Procedural Instructions:

Dress and Personal Appearance at Work Instructions D50121

Approved Pattern Spectacles D50196

Police Officers, Special Constables and Uniformed Support Staff Wearing Uniform at Non-Police Events D50119

See also:

Wearing of Personal Issue Body Armour D51217

SYP Dress and Appearance Protocol

Equality Act 2010

The Act creates a statutory requirement for all Functions and Policies (Including Procedural Instructions) to be analysed for their effect on equality, diversity and human rights, with due regard to the General Duty.

In principle, this document has been assessed for discrimination, which cannot be justified, among other diverse groups.

Human Rights/Discretion:

The purpose of providing policy is to give an indication to staff of the expected course of action. However it is not possible to cater for every possible combination of factors that would justify a departure from stated policy. The Human Rights Act 1998 requires the proper use of discretion at all times and nothing within this policy and associated procedural instructions prohibits the proper use of discretion in appropriate circumstances.

Where action is taken that has the potential to interfere with an individual’s Human Rights, the reasons behind the making of the decision to act in that way should be recorded on the appropriate forms, or where this is not practicable, in pocket books or policy logs.

Freedom of Information Act 2000

Exemptions do not apply to this statement of agreed policy under the Freedom of Information Act 2000.

Audit Review Arrangements:

This policy together with its Equality Analysis will be reviewed every year

Rights of redress for members of the public:

Anyone who feels that a member of staff has behaved incorrectly or unfairly, or who is dissatisfied with organisational matters, service delivery or other operational policing issues, has the right to make a complaint.

Initial action should be taken in one of the following ways:

  • Complain in writing or in person to the Senior Officer at the appropriate police station or to the Chief Constable of the force concerned.

  • Visit a local Citizens' Advice Bureau

  • Contact a Solicitor

Rights of redress for South Yorkshire Police personnel:

South Yorkshire Police personnel who feel they have grounds for concern in relation to the implementation of policies may, as appropriate:

  • Pursue concerns through their line manager.

  • Contact a First Contact Advisor.

  • Pursue a grievance formally through the South Yorkshire Police Fairness at Work Procedure.

  • Seek advice from their staff association or trades union.

  • Use procedural instruction D50241 Management of Complaints, in the section entitled Handling Complaints relating to Direction and Control. 

Start Date:

26 October 2001 (Amended November 2006)

Equality Analysis: 
application/pdf iconD50120 Dress and Personal Appearance at Work.pdf