Ink and Identity in the Modern Workplace

HR Expert’s Advice on Managing the Cultural Shift with Caution 

With attitudes towards the workplace in a constant shift, employers and employees are redefining large parts of the professional world from working environments to the clothes worn to a workplace. Strict dress codes are dwindling, and forms of self-expression such as tattoos and piercings are more accepted. Despite this cultural shift, Cindy Gunn, Group Head of People at Gi Group, one of the UK’s leading HR and recruitment specialists, is advising that forms of expression should still be openly and sensitively reviewed, especially when working in environments where products or services could be compromised. 

In line with the Equality Act 2010, tattoos are not explicitly covered as a protected characteristic. This means that although tattoos are becoming increasingly mainstream, tattoos in the workplace remain a contentious issue and employers still have the right to dismiss someone based on their tattoos, piercings and clothing unless they are linked to religion or culture.

According to research by Brightmine, the proportion of organisations enforcing strict dress codes between 2018 and 2024 fell from 30 per cent to just 4.3 per cent, while the percentage of employers now allowing visible tattoos and piercings beyond the ears has increased to over 70 per cent.

Offering recruitment services across the industrial, driving, professional, office & commercial, and catering & hospitality sectors, Gi Group UK sees first-hand the importance of managing self-expression.

Cindy Gunn, Group Head of People at Gi Group

Cindy outlines the considerations for employers: “Although data shows that they are becoming more accepted by employers, some industries such as education, public services and healthcare still consider tattoos on the face, neck or hands to be inappropriate. These professions largely involve public trust.

“Tattoos have no bearing on an individual’s ability to perform highly within the workplace, but offensive designs or inappropriate images may greatly impact their prospects. If a tattoo has negative connotations or is displaying visible images or wording that are offensive or inappropriate, then it’s the responsibility of the employer to recognise this and decide if they want to take action to maintain their professional image that aligns with the company’s values.” Cindy continued: “As long as the ink complies with their polices and does not hinder the professional atmosphere, there should be no issue.”

Tattoos have become an increasingly popular form of self-expression among young people, with a YouGov poll revealing that 19 per cent of people aged 18-24 have tattoos, with 7 per cent of those having a visible tattoo. The poll also revealed that 63 per cent of people would consider face and neck tattoos to be unprofessional.

Alongside body art becoming more accepted as a form of expression, the attire that people turn up in to work has also shifted massively over the years.

Cindy highlights the importance of managing clothing and self-expression policies on a safety-based assessment. “It’s important for people to be able to wear what they are comfortable in and identify with, but we must keep in mind how different types of clothing or accessories may disrupt the working environment and pose a risk; one rule for one profession might not work for another.

“For instance, if you work in a warehouse, wearing loose clothes or having a piercing could lead to significant consequences. Employers need to be crystal clear with employees when there is a threat to safety. It’s not about restricting people from expressing themselves, it’s about being professional and ensuring that everyone makes it home safe at the end of the working day.”

Deloitte’s 2025 Gen Z and Millennial Survey reveals that by 2030, the two generations will make up 77 per cent of the workforce. Therefore it is no surprise that employers are turning away from traditional policies to attract younger talent by allowing them to express themselves.

Cindy continued: “Things can get difficult when it comes to religious symbols, such as head coverings or a piece of jewellery that represents someone’s faith.

“At no point should an employer restrict people from expressing their beliefs, but if something can pose a safety concern, then it needs to be approached carefully and managed with a thorough risk assessment. These assessments can help find alternative ways to allow people to continue reflecting their religious identity, while also ensuring their safety and wellbeing within the workplace.”

While safety has to remain a priority, without discriminative motives, it will always be the role of an employer to ensure their team is safe, and supported, which now includes facilitating self-expression. However, Cindy advised it’s important candidates and employees are aware of the role they are delivering and dress appropriately – from both a professional and practical standpoint.

“If your role involves operating heavy machinery or is in an environment where there are potential falling hazards, it’s perhaps wise to wear some steel-toe boots and a hardhat rather than your new trainers and baseball cap.”