--- title: Having the Dress Code Talk With Your Group Practice description: Having a dresscode policy in private practice can be a challenging topic for some group owners to address. Allison Puryear, LCSW, CEDS, shares how to examine the reasoning behind your policies and how to share them with your employees. image: https://blog.therapynotes.com/hubfs/images/blog/posts/201109-dresscode-610x500.png --- [![TherapyNotes Practice Management and EHR](https://blog.therapynotes.com/hubfs/images/primary/NavLogo@2x.png?noresize)](https://www.therapynotes.com/) - [Try Free](https://www.therapynotes.com/about/signup/) [Log In](https://www.therapynotes.com/app/login/) - - [![Call Us: (215) 658-4550](https://blog.therapynotes.com/hs-fs/hubfs/images/primary/MobileMenuCall@2x.png?noresize&width=25&height=25&name=MobileMenuCall@2x.png)Call Us: (215) 658-4550](tel:+12156584550) - [![](https://blog.therapynotes.com/hs-fs/hubfs/images/primary/MobileMenuTrial@2x.png?noresize&width=25&height=25&name=MobileMenuTrial@2x.png)Start Your Free Trial](https://www.therapynotes.com/about/signup/) - [![](https://blog.therapynotes.com/hs-fs/hubfs/images/primary/MobileMenuDemo@2x.png?noresize&width=25&height=25&name=MobileMenuDemo@2x.png)Schedule a Demo](https://blog.therapynotes.com/schedule) --- - 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New grads and new group practice owners have reached out a lot recently about two things: visible tattoos and office dress codes. I think we can all agree that there are bigger concerns going on in the world right now than a clinician having a visible quarter sleeve tattoo or wearing a ripped pair of jeans to a session. Unless someone's coming to work dressed as Batman, I don't see this as *that* big of a deal. So, how do you have these conversations as a group practice owner? If we were chatting, I’d ask some questions regarding just what it is about a visible tattoo that matters to you. What are the real sticking points, and what would you be willing to let go of? In what ways are you afraid it will impact the level of care you provide or your group's reputation? I think we should always question our assumptions about what our employees "should" be doing to make sure it's not just our own biases when it comes to bodies or fashion. If you determine something does impact client care or your reputation, you need to be ready to answer it concisely when staff members challenge it. Also, be prepared to have this conversation when you hire or take on a supervisee. It's not a kindness to let someone think something is okay when it isn't—and pivoting after the fact may feel and look worse reputation-wise than not addressing your expectations upfront. Once you've gotten clear on where the line is, the very first step for group owners is to look at your policy and procedure manual and make sure there's something in there to address visible tattoos and general dress code guidelines. If there's not, add something and be specific. Then, bring the addendum around and have each employee sign it. You may have to look into your specific state's regulations if they are a contractor rather than an employee, as you may not be able to dictate what a contractor wears. I'd also broadly address it as a group in a meeting if you have more than one employee in the office. Don’t exactly position it as a topic that’s open to discussion, but let them know that you're making it an official policy and are open to answering questions. This may not be a popular decision, and that's okay. You don't own this practice to be Captain Popularity, do you? Simply present it and respond with as little defensiveness as you can muster. It's your practice; this is a reasonable thing for you to decide. If it's a deal-breaker for them, then they can make the choice to leave. If you have a healthy, happy work environment in your practice, they'll ask their questions, maybe voice some frustration, and take it in stride. \* The content of this post is intended to serve as general advice and information. It is not to be taken as legal advice and may not account for all rules and regulations in every jurisdiction. For legal advice, please contact an attorney. ![Allison Puryear, LCSW, CEDS](https://blog.therapynotes.com/hubfs/images/blog/avatars/190113-allisonpuryear-280x280.jpg) ##### About Allison Puryear, LCSW, CEDS Allison Puryear is an LCSW, CEDS with a nearly diagnosable obsession with business development. She has started practices in three different states and wants you to know that building a private practice is shockingly doable when you have a plan and support. She teaches everything you need to know about building a private practice in the [Abundance Party](https://abundanceparty.com/), where you can get practice-building help for the cost of a copay. You can download a [free private practice checklist](https://abundancepracticebuilding.com/checklist/) to make sure you have your ducks in a row, listen in on consultations and interviews on the [Abundant Practice Podcast](https://abundancepracticebuilding.com/podcast/), and hop into the free [Facebook Group](https://www.facebook.com/groups/440660232762561/) full of over 14,000 other clinicians in private practice. Allison is all about helping you gain the confidence and tools you need to succeed. Share: Previous Post: [How the Cures Act and OpenNotes Apply to Behavioral Healthcare](https://blog.therapynotes.com/how-the-cures-act-and-opennotes-apply-to-behavioral-healthcare) Next Post: [What's New 4.63: Portal and Telehealth Improvements](https://blog.therapynotes.com/whats-new-4-63) ##### Get more content like this, delivered right to your inbox. 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