Starbucks Dress Code Lawsuit, Workers Sue Over $300 Dress Code Company Refuses To Pay For Required Black Shirts

Starbucks workers are suing the company in multiple states because it changed its dress code but refused to reimburse employees for required clothing purchases, which violates state laws requiring companies to reimburse workers for expenses that primarily benefit the employer.

What’s Happening: The Starbucks Dress Code Lawsuits Explained

Starbucks workers in three states filed lawsuits on September 18, 2025, against the coffee giant over its new dress code that went into effect on May 12, 2025. Here’s what you need to understand about this case and what it means for employee rights.

The New Dress Code Requirements

The new dress code requires all workers in North America to wear a solid black shirt with short or long sleeves under their green aprons. Shirts may or may not have collars, but they must cover the midriff and armpits. Employees must wear khaki, black or blue denim bottoms without patterns.

Specific Requirements Include:

Solid black short and long-sleeved crewneck, collared, or button-up shirts
Bottoms in khaki, black, or blue denim
Shoes in black, grey, navy blue, brown, tan, or white
No “theatrical makeup” or nail polish
No sleeveless shirts or exposed midriffs

The Legal Problem: Why Workers Are Suing

The old dress code was loosely enforced, but under the new dress code, employees who don’t comply aren’t allowed to start their shifts. This strict enforcement created a financial burden for workers.

The Core Legal Issue: The lawsuits allege that Starbucks’ dress code violates state laws that require companies to reimburse workers for expenses that primarily benefit the employer.

Real Employee Impact

Brooke Allen, a full-time student who works at a Starbucks in Davis, California, was told by a manager she couldn’t work unless she complied with the new dress code. Stories like hers are driving these lawsuits.

The financial burden hits workers hard. “A lot of us are already living paycheck to paycheck,” explains the reality many Starbucks employees face when suddenly required to purchase specific clothing.

Legal Grounds: State Laws Being Violated

Colorado Law Specifics

Colorado law also prohibits employers from imposing expenses on workers without their written consent. This makes Colorado one of the strongest jurisdictions for these claims.

California Labor Code

California has robust employee protection laws requiring employer reimbursement for necessary job expenses. When employers change dress codes substantially, they typically must cover the costs.

Multi-State Legal Strategy

Workers filed lawsuits in multiple states because different state laws provide various protections for employees facing employer-mandated expenses.

Starbucks Dress Code Lawsuit, Workers Sue Over $300 Dress Code Company Refuses to Pay for Required Black Shirts

What Starbucks Claims vs. Reality

Starbucks’ Defense

“As part of this change, and to ensure our partners were prepared, partners received two shirts at no cost,” Starbucks said about its workers.

Why This Isn’t Enough

Two free shirts don’t cover:

Multiple shirts needed for regular work schedules
Specific pants requirements (many workers didn’t own khaki or appropriate denim)
New shoes in approved colors
Replacement costs for normal wear and tear

The lawsuits argue that providing only two shirts while requiring a complete wardrobe change doesn’t meet legal reimbursement requirements.

Your Rights When Employers Change Dress Codes

When Employers Must Reimburse You

You’re typically entitled to reimbursement when:

The dress code change is substantial (not minor adjustments)
You must purchase specific items you wouldn’t otherwise buy
The requirements primarily benefit the employer’s image or brand
State law requires reimbursement for job-related expenses

When They Don’t Have to Pay

Employers usually aren’t required to reimburse for:

General professional attire (like “business casual”)
Items you’d likely own anyway (like black pants)
Minor dress code clarifications
Safety equipment (though this has separate requirements)

State-by-State Variations

Strong Employee Protection States:

California: Requires reimbursement for all necessary job expenses
Colorado: Prohibits imposing expenses without written consent
Illinois: Has specific uniform reimbursement laws

Weaker Protection States:

Many states have minimal requirements
“At-will” employment doesn’t eliminate reimbursement rights
Federal law provides limited dress code protections

What This Means for Other Workers

Precedent Implications

If these lawsuits succeed, they could establish important precedents for:

When dress code changes require reimbursement
How much reimbursement is adequate
Employee rights vs. employer branding needs

Other Industries at Risk

Retail and Food Service: Many companies could face similar challenges if they:

Require specific branded clothing
Change dress codes without covering costs
Enforce strict compliance with financial penalties

Healthcare and Service Industries: Uniform requirements often blur the line between employer needs and employee expenses.

Practical Steps for Affected Employees

Document Everything

Keep Records Of:

Original dress code policies
New dress code requirements
Receipts for required clothing purchases
Communications about enforcement
Any disciplinary actions for non-compliance

Know Your State Laws

Research your state’s requirements for employer reimbursement. Key questions:

Does your state require expense reimbursement?
Are there specific uniform or clothing provisions?
What constitutes a “necessary business expense”?

Before Purchasing Required Items

Consider These Steps:

Ask for reimbursement in writing before making purchases
Document the employer’s response to your request
Keep all receipts for potential legal claims
Check if your employer provides any items before buying

When to Seek Legal Help

Contact an employment attorney if:

Your employer requires expensive specific clothing
You’re disciplined for not purchasing required items
Your state has strong employee protection laws
Multiple coworkers face the same issue

For guidance on workplace legal issues, consider consulting with employment lawyers who understand discrimination and workplace rights.

The Bigger Picture: Employment Law Trends

Growing Employee Awareness

Workers are increasingly aware of their rights regarding job-related expenses. Social media and legal resources help employees understand when employer requirements cross legal lines.

Corporate Branding vs. Employee Rights

The tension between company image control and employee financial burden is intensifying. Courts are being asked to balance these competing interests more frequently.

Economic Pressures

With inflation affecting worker budgets, even small employer-required expenses can create significant hardship. This economic reality is driving more legal challenges.

How Employers Can Avoid Legal Problems

Best Practices for Dress Code Changes

Smart Approaches Include:

Gradual implementation allowing employees to acquire items over time
Reimbursement programs for required purchases
Providing core items like branded shirts or aprons
Clear communication about what will and won’t be covered

Legal Compliance Strategies

Proactive Steps:

Review state laws before implementing changes
Consult employment attorneys for major policy changes
Consider employee financial impact in policy development
Provide written policies about expense reimbursement

Timeline and Next Steps in the Lawsuits

Current Status

The lawsuits were filed in September 2025 and are in early stages. Expect:

Motion practice as Starbucks responds to claims
Discovery phase gathering evidence about costs and enforcement
Possible class certification if courts find widespread similar damages
Settlement negotiations as costs and exposure become clear

Potential Outcomes

If Workers Win:

Monetary damages for clothing costs
Changes to Starbucks’ dress code policy
Precedent affecting other employers
Potential class-action expansion

If Starbucks Wins:

Validation of current dress code approach
Limited impact on other employer policies
Workers may still have state-specific claims

Uniform and Equipment Laws

Many states have specific laws about:

When employers must provide uniforms
Reimbursement for required safety equipment
Cleaning and maintenance of work clothing
Replacement of worn-out required items

For broader workplace legal issues, employees might also need to understand what employment lawyers can help with regarding workplace violations.

Discrimination Concerns

Dress codes can sometimes create discrimination issues:

Religious accommodation requirements
Gender-based clothing requirements
Cultural or ethnic appearance restrictions
Disability-related clothing needs

Financial Impact on Workers

Real Costs of Compliance

Typical Expenses Include:

Shirts: $15-40 each (need multiple for regular washing)
Pants: $25-60 per pair (specific colors/styles)
Shoes: $30-80+ (approved colors only)
Total: $100-300+ for complete wardrobe change

Proportional Impact

For workers earning minimum wage, these expenses represent:

10-20 hours of work (before taxes)
Significant portion of weekly take-home pay
Money diverted from essential expenses

This economic reality drives the legal arguments about employer responsibility.

What Other Companies Should Learn

Risk Assessment

Companies should evaluate:

Current dress code flexibility
State law requirements for their locations
Employee financial impact of any changes
Cost of reimbursement vs. legal risk

Policy Development

Better approaches include:

Grandfathering existing appropriate clothing
Phased implementation over several months
Partial reimbursement programs
Alternative compliance options

Frequently Asked Questions About the Starbucks Dress Code Lawsuit

What exactly are Starbucks workers suing for?

Workers are suing because Starbucks changed its dress code but refused to reimburse employees for required clothing purchases, claiming this violates state laws requiring companies to cover job-related expenses. They want reimbursement for money spent on required black shirts, specific pants, and approved shoe colors.

How much money do workers have to spend on the new dress code?

Workers typically spend $100-300+ to comply fully with the new requirements. This includes multiple black shirts (since two free shirts aren’t enough for regular work schedules), khaki or approved denim pants, and shoes in specific colors. For minimum-wage workers, this represents 10-20 hours of work.

What states are involved in the lawsuit?

Starbucks workers in three states filed legal action, with confirmed cases in California and Colorado. The lawsuits allege violations of state laws that require companies to reimburse workers for expenses that primarily benefit the employer.

Did Starbucks provide any clothing to workers?

Yes, Starbucks said “partners received two shirts at no cost” as part of the dress code change. However, workers argue this isn’t sufficient since they need multiple shirts for regular work schedules, plus the company didn’t provide required pants or shoes.

Can other employees in similar situations sue their employers?

Yes, if employers require specific clothing purchases without reimbursement and state law requires covering job-related expenses. Success depends on your state’s laws and whether the dress code change creates substantial new expenses that primarily benefit the employer rather than general professional appearance.

What happens if workers don’t comply with the new dress code?

Under the new dress code, employees who don’t comply aren’t allowed to start their shifts, unlike the old policy which was loosely enforced. This strict enforcement forces workers to purchase required items or lose work hours.

How long will these lawsuits take to resolve?

Employment lawsuits typically take 1-3 years to resolve, depending on whether they settle or go to trial. The cases were just filed in September 2025, so expect motion practice, discovery, and potential class certification processes before any resolution.

What should workers do if their employer changes dress codes?

Document everything, including the old and new requirements, keep receipts for required purchases, ask for reimbursement in writing, and research your state’s laws about job-related expenses. If your employer requires expensive specific items, consider consulting an employment attorney.

The Bottom Line: What This Case Really Means

The Starbucks dress code lawsuit represents a growing trend of workers standing up to employer policies that shift financial burdens onto employees. The core legal principle is clear: state laws that require companies to reimburse workers for expenses that primarily benefit the employer are being tested in new ways.

Key Takeaways for Workers

Know Your Rights: Many states require employers to cover job-related expenses, including substantial dress code changes.

Document Everything: Keep records of dress code changes, required purchases, and employer communications about compliance.

Don’t Assume You’re Stuck: Just because you’re an at-will employee doesn’t mean you have no rights regarding employer-imposed expenses.

For Employers

Think Before You Change: Substantial dress code modifications can trigger legal obligations for reimbursement in many states.

Budget for Compliance: The cost of providing items or reimbursing employees is often less than defending lawsuits and paying damages.

Get Legal Advice: Employment lawyers can help navigate state-specific requirements before implementing changes.

The Broader Impact

This case could establish important precedents about the balance between employer branding control and employee financial protection. As more workers understand their rights and economic pressures intensify, expect more challenges to employer policies that impose unreimbursed costs on workers.

The outcome will likely influence how companies across industries approach dress code policies, potentially shifting the standard practice toward greater employer responsibility for required clothing costs.

For workers facing similar situations, the Starbucks case demonstrates that legal remedies exist when employers impose substantial clothing requirements without adequate reimbursement. Understanding your state’s laws and documenting your expenses could be crucial for protecting your rights.

This article provides analysis of current legal proceedings and general information about workplace dress code rights. Laws vary significantly by state and situation. Workers facing dress code reimbursement issues should consult with qualified employment attorneys familiar with their state’s specific requirements and protections.

About the Author

Sarah Klein, JD, is a licensed attorney and legal content strategist with over 12 years of experience across civil, criminal, family, and regulatory law. At All About Lawyer, she covers a wide range of legal topics — from high-profile lawsuits and courtroom stories to state traffic laws and everyday legal questions — all with a focus on accuracy, clarity, and public understanding.
Her writing blends real legal insight with plain-English explanations, helping readers stay informed and legally aware.
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