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Tattoos in the workplace | Employers’ questions answered
Written by Kyle Williams (Updated on 20th April 2026)
Tattoos in the workplace have long been a contentious issue. Despite becoming more mainstream, as an employer you may still consider them unacceptable. But for employees, who often value them as a vital piece of self-expression, they may still try to claim “tattoo discrimination” at work.
Where, then, does your business stand on a legal basis? Across this piece, you’ll gain vital UK employment law insights to ensure you reach an amicable conclusion with your employees.
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Can you tell an employee to cover a tattoo?
Yes. In the UK, there’s no specific legal protection against discrimination based solely on having a tattoo. Apart from religious markings, body art isn’t considered a protected characteristic under the Equality Act 2010. This means you’re free to make hiring and employment decisions on this basis alone.
What’s more, you may, in certain circumstances, consider visible tattoos (especially those deemed offensive or inappropriate) as a valid reason for dismissing an employee. This is particularly true if the employee often engages with clients or customers, though factors such as the employee’s length of service may influence the decision.
Finally, when creating or revising a dress code or tattoo policy, it’s good business practice to make sure it doesn’t discriminate against employees based on factors like sex, age, disability, or sexual orientation.
Establishing a tattoos at work policy
It’s good business practice to establish an employee tattoo policy to clear up any confusion. This can included as part of your business dress code, which all employees (and new starters) can familiarise themselves with.
In this document, clearly explain what your business policies are. For example, a policy of no coverage of body art at all to one where everything needs to be covered.
Even if you’re dead against body art, it’s wise to think twice before banning them in your workplace. While it’s reasonable for companies to implement a tattoo policy and promote a professional image, if you enforce overly strict rules on body modifications you risk alienating skilled workers due to potentially outdated views on tattoos. By holding onto such rigid attitudes, businesses may miss out on valuable talent in a competitive job market.
What are inappropriate tattoos at work?
Tattoos come in all forms, and the people who get them are just as diverse, making it hard to define what’s ‘inappropriate’ at work. What may be considered unacceptable in one context could be perfectly acceptable in another.
For example, David Beckham OBE has nearly 80 visible tattoos and is widely respected as a UNICEF Goodwill Ambassador and FIFA representative. His tattoos aren’t seen as inappropriate in his professional roles. A city investment banker, on the other hand, might have just as many tattoos but may choose to keep them covered in the workplace, as appearance holds different weight in this industry.
Ultimately, this is where your internal policy can address what you deem to be acceptable for your working environment.
Managing offensive tattoos in the workplace
While offense is subjective, your business should seek to immediately ban any images promoting hate speech or violence. Maintaining a positive working environment and keeping multiple employees happy is essential.
One obvious example of an offensive tattoo would be a swastika, which evokes strong feelings due to its association with the Nazi party. The swastika has a much older history, originating from Sanskrit and symbolising “good fortune” or “wellbeing”. It’s also a sacred symbol in Buddhism, Hinduism, and Jainism. This illustrates how the same tattoo can hold vastly different meanings for different individuals.
Before taking action against an employee for a potentially offensive tattoo, it’s important to review workplace laws and policies regarding the subject matter of any disputed body art to avoid accusations of discrimination.
Get expert help on employee management
At WorkNest, we help employers navigate the tricky people issues that come with running a business, like managing tattoos in the workplace.
Whether you need advice, assistance drafting clear and fair policies, or support with specific cases, our team of Employment Law and HR experts is here to help you handle employee relations matters effectively and prevent you from falling foul of the law.
Call 0345 226 8393 or request your free consultation below to ensure your approach is compliant and tailored to your business needs.
