Can an Employer Require You to Buy a Uniform in California?

If I Have to Wear a Uniform at Work, Who Pays for It?

Many people are required to wear a uniform for work. Whether you’re sporting a red shirt and khaki pants at Target, scrubs in a hospital, or an employer-branded apron, uniforms are a common requirement across industries.

Uniforms may simplify daily decisions—but the cost of purchasing one upfront can be a financial burden, especially before your first paycheck. This leads many workers to ask:
Can my employer require me to buy a uniform in California?

Here’s what you need to know about California uniform laws and your rights as an employee.

Uniforms vs. Required Clothing

Understanding whether your employer must pay for your work attire depends on how the clothing is categorized: uniforms versus required clothing.

An employer-branded outfit typically qualifies as a uniform, whereas a general dress code—like requiring black pants or a white shirt—may not.

Example:

Mary works at a hair salon. Her boss tells her to wear black pants—any brand is fine. This is required clothing, and the employer likely doesn’t have to reimburse her. But if Mary is told to wear a branded smock with the salon’s logo, that’s a uniform—and under California uniform laws, her employer must pay for it.

What Do California Uniform Laws Say About Employer Reimbursement?

While federal law (FLSA) doesn’t require employers to pay for uniforms, it does prohibit wage deductions for uniforms if they would lower an employee’s pay below minimum wage or affect overtime.

However, California law is much stricter. Employers must reimburse employees for all necessary business-related expenses, including:

• Uniforms
• Job-related travel and mileage
• Phone and internet for remote work
• Job-specific tools or equipment
• Certain training or education costs

California Labor Code Section 2802 states that if you are required to buy or maintain something in order to perform your job, your employer is responsible for the cost.

This includes reimbursement for uniform purchases, and in some cases, the cost of maintenance—especially if cleaning the uniform requires more than simple washing and drying.

What Counts as a Uniform?

In California, a uniform includes:

• Branded clothing with logos
• Specific garments only available through the employer
• Items that are distinct in design or color not easily worn off-duty

But if an employer simply asks you to wear generic clothing that meets a dress code (e.g., black slacks, white shirt), it’s not considered a uniform—so reimbursement is not required.

Retail Exception: When Employer-Provided Clothing Is Mandatory

Retail workers may fall into a unique category under California uniform laws. If your employer requires you to wear clothing from their store, that may qualify as a uniform, triggering reimbursement.

Example:

Rebekah works in a clothing boutique. Her manager tells her she must wear outfits sold by the store during work shifts. Rebekah earns minimum wage and can’t afford the clothing. Because she is required to purchase and wear the store’s clothes, the employer may be legally required to reimburse her.

If, instead, the manager suggests—but doesn’t require—Rebekah to wear store clothing, and she’s free to wear similar items from elsewhere, reimbursement likely isn’t required.

What About Personal Protective Equipment (PPE)?

Whether it’s due to COVID-19 or job hazards, Personal Protective Equipment (PPE) is also a key issue. Under federal OSHA guidelines, employers must cover the cost of PPE when:

• The equipment is required by OSHA standards
• It’s necessary to safely perform the job
• It protects the employee from serious injury or illness

PPE includes:

• Face shields and masks
• Helmets and goggles
• Gloves and protective clothing
• Safety footwear

Example:

A landscape worker spraying pesticides must wear gloves, goggles, and a respirator. These items are required by OSHA and essential for safety, meaning the employer must pay for them.

Final Thoughts: What Are Your Rights?

If your employer in California requires you to wear branded clothing, or forces you to purchase specific garments to do your job, they must reimburse you under the law.

You are also protected from:

• Wage deductions that lower your income below the state minimum wage
• Being forced to purchase uniforms without payback
• Uncompensated use of your own equipment or clothing for your employer’s benefit

If your employer violates these rules, you may have a legal claim.

Need Legal Help with California Uniform Laws?

At Odell Law, we advocate for workers whose employers cut corners on legal obligations. If you believe your employer is violating California’s labor laws by making you pay for uniforms or PPE, we’re here to help.

Call us at 949-771-8173 or email rob@odelllaw.com to schedule a free consultation with an experienced employment attorney.