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When you start working somewhere that requires wearing company clothing, this is usually provided by your employer. If you work four days a week, most employees receive four sets of clothing. But do you actually have a right to this? Or can your employer provide just one set and require you to wash it daily?
Is one piece of workwear enough?
It’s a question I had never really considered—until last week when it came up on Twitter. A woman shared that her daughter, who works in home care, had received just one jacket from her employer. She found this odd, as her daughter would have no backup in case a client soiled her clothing, for example. Moreover, with her 20-hour workweek, she would need to wash the jacket multiple times per week. When she raised the issue with her employer, she was told to simply purchase another jacket herself.
The responses on Twitter expressed surprise. Why would an employer skimp on this? And why should an employee pay for workwear out of pocket? It sounds strange, yet situations like this are not uncommon.
How much workwear should you receive as an employee?
This raises the legal question of whether such a policy is even permissible. I spoke with Suzanne Meijers, an employment lawyer and author of the book Geen gedoe met personeel (No hassle with staff).
“Workwear reimbursement policies vary significantly. For instance, when it comes to formal attire like suits, which can also be worn outside of work, employers may require employees to purchase it themselves. However, in cases of care uniforms, the likelihood of using this privately is minimal.
These uniforms are often branded with logos to ensure identification by clients. When logos are present, the clothing is typically company property, making the employer responsible for associated costs.
If there is no logo, it is still odd for an employee to bear the cost. Employers exercise their right to issue instructions by mandating specific clothing. While the law doesn’t explicitly state that employers must provide a certain quantity of workwear, it’s logical that they should. If employers cannot supply the required clothing, it’s reasonable to reimburse employees for its purchase.”
Long-term implications
Beyond the legal aspect, perception also plays a significant role. When an employer chooses to provide insufficient workwear, they send a message that employees must resolve the issue themselves. In the above example, the employee was explicitly told to buy her own jacket. This fosters a negative image of the organization.
This approach is also impractical in today’s competitive labor market. With a shortage of healthcare workers, companies are vying to attract and retain staff. How you treat employees becomes increasingly important. If you don’t care for them properly, other organizations are ready to step in. In healthcare, where hygiene is critical, inadequate provisions could be a reason for employees to leave.
Ensure your staff has sufficient workwear. If you fail to do so, your company will likely face the consequences sooner or later.
Best regards,
Aileen