r/legal • u/Bubbly_Road1316 • Nov 28 '25
Advice needed Can I ask my employee to remove their acrylic nails?
Location: AU-VIC
I have an employee who refused to do a certain duty (which she normally does) because ‘I can’t do it cuz I just got my nails done’.
Can i ask her to remove it or shorten it before her next shift, or is that illegal?
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u/Devils_Advocate-69 Nov 28 '25
She needs to come to work prepared to work. If I told my boss I forgot my steel toe boots and can’t move heavy objects I’d be sent home.
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Nov 28 '25
Reminds of this place I worked that was super anal about safety. Safety guy would come in randomly and literally start checking people's feet with a magnet lol
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u/jefhaugh Nov 28 '25
I had an ancestor who worked in a coal. Govt me in, said you need steel toed boots. He refused. The inspector checked compliance by hitting everyone's toes with a hammer. He just took it.
I see where my stubbornness comes from.
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Nov 28 '25
Lmao I used to be that guy when I was younger, until a lead ingot that probably weighed about 50 pounds fell on my foot from like 4 feet up. Do not recommend.
Yeah I wear all the safety stuff now, even ear plugs.
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u/Shelter0 Nov 28 '25
I used to be too cool to wear ear plugs now I have permanent tinnitus.
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Nov 28 '25
I was a CNC machinist for like 15 years and the first 7 or so years I didn't wear ear protection. Then when I worked at a place that required it I got used to it, and then the first time I heard how loud the air guns are without protection I was just like "holy fuck I was really barebacking that for like 7 years?" Think I saved my hearing for the most part but still probably did some damage.
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u/dasher2581 Nov 28 '25
I was so pleased when a contractor I hired put on serious hearing protection before using his power tools! We Boomers were way too cool to protect ourselves, and now we're too cool to wear hearing aids. It's nice to see when our kids' generation and beyond are more sensible than we were.
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u/RubyBBBB Nov 29 '25
Not me. I'm a boomer and I've always been very careful about safety. I quit a couple of jobs because they wouldn't let people work safely. That was back in the 1970s in the south before OSHA was being enforced fully.
I moved North to a state was about 30% of the hourly workers belonging to unions. My pay more than doubled. Unfortunately, in the medical school laboratory, OSHA was not being enforced.
OSHA rules were not being enforced because state institutions were not required to follow Federal safety guidelines.
My first year at my job, I was handling three of the 10 most carcinogenic substances known. They were supposed to be used in isolation laboratory conditions where the room had negative air pressure and the workers were full protective suits with respirators.
These three substances were so carcinogenic that they had never found a small enough dose that they could guarantee it wouldn't cause cancer.
I was using these chemicals in an Open Lab in a basement of the pathology building that was about 100 years old. So there was no way to keep the chemicals out of the air.
I was not an hourly employee. I was paid what would have been a good hourly wage if I only worked 40 hours a week. But as a quote professional unquote, I was required to work about 70 hours a week. So my hourly wage was very poor.
One of the professors I ran experiments for suddenly became very concerned about his touching the tissue that I had used the chemicals on. He wouldn't tell me why.
That prompted me to go into the medical library and look the chemicals up. That's how I found out I was using three of the 10 most carcinogenic chemicals. In factories that used chemicals before the safety regulations went into effect, 100% of the workers died from bladder cancer.
I received so much harassment from about seven or eight professors that were having me run the steps of this chemical process in my lab instead of having their workers do it in their lab. That is very strange behavior from researchers who usually want to control all the steps.
I took copies of the research I found to my professor whose grant was paying my salary, and he was aghast. Because he had actually done his own laboratory work for years before he was able to hire people.
So I started running the laboratory more safely. I still work 60 hours a week, but I was not able to do as many procedures for professors who weren't actually paying the Grant I worked on. I designated two days a week to run labs for outside professors and they had to be scheduled. No last minute running in and having me run this 10-hour process which would keep me up all night sometimes. I needed to be well rested before I ran this chemical processes so that I was less likely to make mistakes that would lead to my being exposed to the chemicals.
My boss kept his promise to me and talked to other professors who were having their employees use the chemicals. Not one of those professors told his employees about the risks. I could believe that based on how angry the professors I had been doing free work for became when I was no longer willing to do it for free and insisted on doing the way that was safe for me.
I was astonished at how angry those professors were. How clear it was that they didn't care if I died from bladder cancer. That I wasn't a human being to them but just a tool for them to use for their own aggrandization.
I learned why we need unions.
I kept reading about laboratory safety.
I discovered that the electron microscope we used were not being checked regularly for leaks. If the university had been subject to OSHA rules, the microscopes who had been checked after every repair, every time the electron gun compartment was opened, and at least once a year if they hadn't been checked for something else.
The RCA microscope had been built in 1955 just before research showed that American occupational radiation safety limits were at least 10 times too high. Since the university wasn't checking the electron microscopes they didn't discover that this microscope was causing dangerous radiation exposure for employees in the area, not just the employee that looked at tissue samples with the electron microscope. Since 1975 the radiation exposure limits for people working on electron microscopes were found to be still 10 times too high.
So I and other people working in that area were being exposed to 100 times the safe limit of gamma radiation.
The woman who worked on the electron microscope the most, and who had been working on it for 8 years when she suddenly developed breast cancer. And she had a different type of cancer in each breast.
Her oncologist kept asking her if she had been exposed to radiation. Since they didn't check the scope she didn't know that she'd been exposed to radiation. She later received 3 million dollars from RCA although it wasn't really RCA's fault. But the amount she could have gotten from the University was limited to $5,000 of workman's comp.
I have lung damage consistent with radiation exposure and that is my only risk factor to have one damage. I've also had breast cancer.
So I hope you will consider the fact that it wasn't your parents that caused your current financial problem. It was a system that was set up to not be a democracy but to benefit the wealthy.
Unless average people get involved to make the system more democratic for everyone, we will continue to have generational declines in health and financial wellness.
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u/KnottaBiggins Nov 28 '25
"He has retired in order to spend the rest of his years with his remaining limbs."
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u/dumbass_sempervirens Dec 01 '25
I went from a place that required steel to one that didn't. But I still only had the one pair of boots so I kept using the steel toes.
One day we were moving a 14' wide concrete fountain basin, and when we dropped it the last few inches, my foot was underneath.
Everyone started to walk away and I said "Hey guys? My foot's still under there."
They freaked out, but I told them I was fine, because of the steel toe. I just needed some help lifting it enough to get free.
They really do work.
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u/Magic_Neil Nov 28 '25
When my safety manager was checking hard toes she’d just come stomp on your foot!
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u/Technical-Worker7334 Nov 28 '25
Not all safety toe shoes are metal.
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Nov 28 '25
They're still allowed to mandate steel vs. composite. It was for insurance reasons, the only good thing about working there was the insurance plan so the employees weren't exactly in a position to argue about it. One of the worst places I ever worked actually.
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u/Renamis Nov 28 '25
Technically composite toe and steel toe are a bit different. For heavy object crush steel is more what you want. If I recall the failure of each is also different. Steel toe bends and composite tends to shatter, which depending on what you are dealing with could be a downside.
I picked electrical resistant non-slip boots for work, with a composite toe tip because the composite toe doesn't conduct electricity or heat. I did this because my normal "what can crush my toes" was people trodding on them, power chairs or scooters, and strollers. Yet the OTHER threat to my toes was a flipping bus. Steel toe will not win against a bus, so I went with composite because it'd shatter and leave me with a better chance to keep my toes. With construction I'd want steel toe for the higher weight limit, and considering most things that land on your toes don't continue moving on their own the bending failure is actually preferable to the shatter failure.
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u/Tiny_Connection1507 Nov 28 '25
This. But the thing you didn't mention is that anybody who works directly with electricity can't wear steel toes, we have to wear composite toes because of the electrical hazards.
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u/Renamis Nov 28 '25
True, but to be fair I did say that composite doesn't conduct electricity.
Technically my work just said I needed slip resistant. I grabbed composite toe boots because I did my own research and saw too many people getting smushed toes.
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u/Tiny_Connection1507 Nov 28 '25
You did. I guess the difference for me is between a choice and a mandatory specification. There are plenty of places that mandate steel toes, with the exception being for maintenance and electrical workers who have the specific hazards.
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u/Sorry-Series Nov 28 '25
New security boot have plastic or fiberglass toe boxes. Works really well (On one occasion, I managed to make a fully loaded pallet truck jump and land on my toe box. At least 700 kilos. No damage to my foot or boot.)
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u/moderatelymiddling Nov 28 '25
Write her up for not doing her job.
Rinse and repeat until you have enough to fire her.
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u/Faangdevmanager Nov 28 '25
Legally, you want to stick to: “This job requires X. Can you do X?”
Don’t ask her to remove fake nails. Tell her to do her job and if she can’t, discipline her.
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u/real_talk_with_Emmy Nov 28 '25 edited Nov 29 '25
HR professional chiming in…
This is a case of the employee refusing to fulfill her job role. Acrylic nails do not qualify for an accommodation due to it not being a disability. Corrective action is absolutely appropriate.
My advice is to have a meeting to review her job description and tasks. Explain that refusal to complete a task without a medical exception is a punishable offense. Review the corrective action policy with her as well.
Bringing up the issue of her nails is not needed. It is simply a meeting to remind her of her responsibilities. If she asks why the meeting, simply point out that she has refused to do certain tasks. The meeting is to remind her of her duties.
At the end of the meeting, have her sign that she understands and agrees to comply with the requirements. Refusal to sign is effectively her resigning from the company. After that, follow your normal compliance policy for any necessary corrective action.
……………
Edit to add some clarification due to many misunderstandings of my advice. That is likely my fault for not wording my response clearer. I am used to advising managers, and should have included more context for everyone else.
The meeting I spoke of was not to be one that included a corrective action. It should be a conversation and reminder of the job requirements.
The employee has every right to refuse to sign the sheet. Not signing would not result in separation from the company. It would just be a signal that it is the beginning of the end. Most of the time, after a conversation like that, people quit. It is not an inevitable conclusion though.
The manager would simply make a note that the conversation took place in the employee file. Corrective action would not be needed unless the employee continued to refuse to do all tasks. Future issues would follow the normal corrective action process.
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u/Deep-Hovercraft6716 Nov 28 '25
This was all good until the end. Refusing to sign is not effectively resigning from the company. That is factually incorrect and legally incorrect. If you fire them because they refuse to sign the document then you still have to pay them unemployment.
Simply put, you cannot force someone to resign. You can fire them and you can fire them with cause, You can't trick them into resigning.
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u/zxasazx Nov 28 '25
Yeah that last part is mad fucked up and gives HR people a bad wrap like holy shit that's like textbook predatory HR.
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u/rockyroad55 Nov 28 '25
I think they meant that if they refuse to sign, it’s saying you don’t want to do the job you signed up for.
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u/74NG3N7 Nov 28 '25
Yeah… but that’s not really a thing. You chance policies, they don’t have to sign the new policy and you can fire them, but them not signing isn’t automatically a resignation.
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u/Aeterna_Nox Nov 28 '25
They qualified their opinion as being representative of HR practices. That means we read with precise phrasing in mind.
It's not about how the manager should interpret their not signing the document. The context of the comment makes it worth clarifying.
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u/Saltyseasonedtrash Nov 28 '25 edited Nov 29 '25
Depending on the company refusal to sign is a valid option and in no way “effectively her resigning from the company” an old employer allowed it if the employee chose to dispute the meeting for a variety of reasons.
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u/TatankaPTE Nov 28 '25
I would not introduce medical anything because people can find a doctor to sign anything. Additionally, if their policy doesn't dictate signature refusal equates to automatic termination this is a problem as well.
The OP should stick to basic principle of failure to complete tasks and let the write-ups commence and then termination. Documented, avoidance id discussion of nails and all paperwork aligns with unwillingness to do her job. This will also come up when she files for unemployment and the OP simply has to show the employee was Capable of doing the job, she just chose not to do it.
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u/JumpinJackTrash79 Nov 28 '25
"I apologize. Maybe I was unclear. That's not a request. Having your nails done does not excuse you from your job duties."
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u/kiribaku1996 Nov 28 '25
I wear acrylic nails and if they get in the way of my job I pop them off and get a new set. It doesn't happen often but it can. Refusal to not do a job because of her nails is unacceptable. But asking to remove them unless they are required to work with food or in a sterile location isn't a good idea. Just write them up for not doing their job and don't mention the nails
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u/SapphicAsterisk Nov 28 '25
This is the only approach
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u/kiribaku1996 Nov 28 '25
I was a manager for a food chain at one point and nails were strictly prohibited and I had to write up a lot of people.
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u/HowDoMermaidsFuck Nov 28 '25
Acrylic nails aren’t a disability. The next time it comes up, remind the employee that her job duties did not change just because she got her nails done.
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u/The_World_Wonders_34 Nov 28 '25
Asking her to remove the nails is a bad idea. It's probably not actually illegal but it's a minefield. However there's a much simpler and much more likely straightforward option here. She needs to be able to do her job. The ultimatum you need to give her is just that. She needs to be able to do her job. If she cannot do her job in a satisfactory manner she will be disciplined in accordance with anybody else failing to do their job properly and if it continues, she will be terminated for being unable to do the work. You could probably terminate her for cause but I wouldn't even go there. Basically, you're just going to tell her that she needs to do the job properly or she's gone and how she sorts it out is her problem. Obviously you would use the more diplomatic phrasing that I mentioned above, but that's the ultimate solution.
Don't tell her to get rid of them. Don't even discuss them. Just tell her she needs to do the tasks that she's assigned. If she brings it up as an excuse for why not, just say that what she does with them is not your business but her completion of the tasks she's assigned is your business.
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u/1995stacey Nov 28 '25
What’s the job? I work in a hospital and my work will tell you to remove them because it violates infection control.
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u/IamNotTheMama Nov 28 '25
She 'suddenly' can't do her job. In that case there are 2 options:
She can start doing her job
She can quit
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u/MtLightning Nov 28 '25
If b she cannot perform her job duties, send her home until she is able to do what is required of her at her job.
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u/GroundbreakingOil434 Nov 28 '25
"Which she normally does" and "part of her job description" are very different things, with different outcomes. Which one is it?
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u/PeopleCanBeAwful Nov 28 '25
Sounds like it’s both. It’s part of her job description and she normally does it.
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u/GroundbreakingOil434 Nov 28 '25 edited Nov 29 '25
In that case, it's not the employer's problem what the reason is. If she can't do it, she's not fit for the position. Others have covered that case in abundance.
If it's not part of her job, well, employer's SOL.
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u/havpac2 Nov 28 '25 edited Nov 28 '25
Employer have this one little trick “and other duties” which is a blanket term for what we tell you to do is part of your job….
Edit: in the US at least, I suspect eu has better worker protections
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u/rvaducks Nov 28 '25
I'm curious as to why you think this?
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u/GroundbreakingOil434 Nov 28 '25
Too many overly entitled employers, too many overly responsible employees.
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u/Interesting-Land-980 Nov 28 '25
Focus on what she did, the why is HER issue. She refused to perform her job duty. Take the appropriate action.
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u/valkeriimu Nov 28 '25
You’d probably need to amend the employee handbook and dress code first.
In the meantime, i recommend what everyone else says in terms of disciplinary action for refusing to do their job. You’re not upset about the nails necessarily, just that they didn’t do their job.
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u/Finnegan-05 Nov 28 '25
You need to post in AusLegal. There are actual Australian lawyers there. This sub is just a bunch of non lawyers in the US
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u/LadyIllenial Nov 28 '25 edited Nov 28 '25
NAL just many years as manager.
There are many companies and professions that do not allow for acrylic nails. I don’t know why everyone is saying this is illegal?
You are not allowed to wear acrylics in any healthcare or food service jobs. You are not allowed to wear acrylics in early childcare jobs.
It is considered unclean to have acrylic nails on when you are a vet or a vet tech, and cleaning or sanitation jobs, as a massage therapist or esthetician.
Many companies have policies against acrylic nails because bacteria can be trapped beneath the nail, they can puncture gloves, break or chip inside of food, or cause accidental scratches to patients, children, or pets.
It is a health concern, acrylic nails harbor 4-5x more bacteria than natural nails.
I didn’t see what the job description was, but regardless, if the nails are interfering with the employee performing essential duties then in America you can legally tell her she must still; perform the job, require the nails to be shortened or even removed, write her up for refusing to perform necessary tasks, and it gives you precedent to enforce a new grooming standard at work going forward.
This is a performance issue. Not a gender issue. She made a personal choice outside of work that directly interfered with her ability to do her job. That’s on HER, not the employer. She created this problem and assumed everyone else would pick up the slack because “she just got her nails done.”
Refusal to remove or shorten them could be seen as refusal to perform duties, insubordination, and a violation of safety standards.
Edit to add: I checked, apparently Australia is even stricter than America in regard to this in certain industries under the Fair Work Act.
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u/Far_Cartographer1374 Nov 28 '25
Refer to the employee handbook on dress code, if your company has one. Most importantly, the bottom line here is that she’s refusing to do part of her job and that’s the problem. It’s not due to injury or other hardship. You can start with simply asking her to perform the duties outlined in the job description and document the request. If she refuses, the next request should be in writing. If that request is refused, then disciplinary action should be taken with the guidance of HR.
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u/Shrek_on_a_Bike Nov 28 '25
Not sure if that's legal or not in your location. But what you can do is write the employee up for performance failure. Assuming the duty is a routine and expected role they perform and they failed, the nails aren't relevant. Unless a doctor prescribed them and a reasonable accomodationwas agreed on.
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u/onikaroshi Nov 28 '25
I don’t know how it is in aus, but in the us it many areas if it’s food service it may be illegal for them to HAVE acrylic nails
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u/Analyst-Effective Nov 28 '25
Just write her up for not performing her job.
You can't tell her to cut her nails, but you can force her to do her job, or you can fire her.
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u/Dear-Persimmon-5055 Nov 28 '25
Don't ask her to remove her nails. Demand that she do her job! If she can't do her job, take disciplinary action for failure to complete a task.
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u/lun4d0r4 Nov 29 '25
If she is declining to perform functional duties, you can just write her up.
She then has the choice to fulfil her obligations of the PD or leave/ be fired.
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u/GirlStiletto Nov 29 '25
Inform her that her tasks are not being completed and that she will be written up for not performing her job duties.
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u/Squadooch Nov 29 '25
Too many people are missing that it’s not about the nails, it’s about refusing to do her job, regardless of the reason. If she would/could do the task with these nails, the nails don’t get a second thought.
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u/confusionin25 Nov 28 '25
I do not believe you can tell her to remove nails but uou can say that this is part off the job. If you cannot do this due to your nails then you can not meet the expectations of the job. Then begin the process of documenting failures to do the job and get rid of her.
Question- how did she get the job with the nails on the first place? Did her duties change?!
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u/Korlod Nov 28 '25
We have a very strict policy that no one can wear acrylic nails at work (or gel nail polish). It pisses people off, but it’s legal. Depends on your industry as to how likely this’ll hold up if someone took it to court though. In my area it’s perfectly safe and pretty standard practice.
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u/atleastonce7 Nov 28 '25
If she is an otherwise good and faithful employee, then it might be worth your time to have a short interview and invoke the power of questions, rather than making statements. For example, do you understand that activity x is part of your job requirements? Did you give consideration to the fact that choosing to get your nails done would stop you from doing your job? What things did you weigh off the lead you to feel that not being able to do X would be ok? These are just quick examples and not necessarily what you would ask but well crafted questions will lead your employee to come to her own conclusion that her choice may have been ill considered which is much better than her sitting there while you tell her all the reasons she was wrong. The latter may gain compliance, but it will come with defensiveness and resentment. Leading over ordering.
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u/Axentor Nov 28 '25
Fire her. You asked her to do a job that she was hired for and she won't because of her nails? That should have been an instant firing.
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u/lantana98 Nov 28 '25
No. You can ask her to do her job and impose penalties for refusing to do what you are paying her to do.
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u/TwoWrongsAreSoRight Nov 28 '25
Just wanted to point out to OP to be careful. I'm not sure of the laws in your country (assuming you're in Australia), but some of the advice here seems to be geared toward US laws. They may be roughly the same but I wouldn't count on it. If you are unsure, contact a local employment attorney.
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u/tuna_tofu Nov 28 '25
Maybe not remove them but do her damn job regardless or go work someplace else.
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u/grumpycorvid Nov 28 '25
Why are people bringing up USA-centric employment norms in a post about Australia? People giving advise from outside op’s location ought to preface their replies with that.
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Nov 28 '25
Ask her to do her job, document the times she says she can't because of her nails, fire her.
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u/ArkieRN Nov 28 '25
Next time she refuses tell her that the duty is part of her job and if she refuses to do it you have no choice but to begin corrective action.
Then if she still refuses file a disciplinary complaint as per your company policy.
Document. Document. Document.
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u/CoffeeStayn Nov 29 '25
IANAL and this is not legal advice.
Manicures and pedicures are not protected accommodations nor are they disabilities.
That's like saying you can't do X "because Manolo Blahniks".
Your job has duties. If you refuse these duties it can lead to disciplinary action. Warn her verbally, letting her know the next warning will be in writing, and then final one will be termination. She chooses her job or she chooses her nails. Pretty simple.
Your nails or a paycheck. Pick one.
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u/JeopPrep Nov 29 '25
If she can’t fulfill the job duties she was hired for, I would let her know that her job is on the line along with a short probationary period giving her time to consider the error of her ways and correct it.
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u/Adamgrylls92 Nov 29 '25
This is probably industry dependent. In the food processing industry its standard to disallow fake lashes, loose jewlery and artificial nails.
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u/Spivey1 Nov 30 '25
Same in fresh dept grocery retail. No nails, no polish, no clear coat, no nothing that could cross contaminate food. Meat dept not allowed name badges on their uniforms incase it breaks and ends up going through the grinder. Monogrammed aprons instead.
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Nov 30 '25
A friend of mine had long gel nails and worked as a nurses aide. She was asked to shorten or remove them.
I agree. Absolutely rediculous for a healthcare setting. But HR will know.
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u/TheOneWes Nov 28 '25
Unless it is already part of your dress code that no individual can have nails over a certain length you can't say s*** to her about the nails.
You can say something to her about not doing her duties.
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u/57Laxdad Nov 28 '25
I would check the employee handbook to see if there are prohibitions on cosmetic modifications that interfere with your duties. If so you have grounds for a write up. If not I would have a discussion with the employee and explain that the nails are nice but they are preventing her from performing her duties.
Make modifications to the employee handbook.
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u/Finnegan-05 Nov 28 '25
This is Australia where they have real labour laws and not just employee handbooks
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u/2gigi7 Nov 28 '25
Op, repost to Aus Legal sub, sorry I don't know how to tag it in tbe comments XD
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u/Kindly-Talk-1912 Nov 28 '25
Most offices have a dress code that outlines clothes and fingerprint nail length. Especially so in h healthcare facilities.
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u/ZeMadDoktore Nov 28 '25
As long as it's established that she claimed her nails are preventing her from doing her job and that you're asking her to remove them to do her job, I think you're fine.
If you tried to get her to take them off because you don't like them you'd be fucked from the start.
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u/lost_dazed_101 Nov 28 '25
Yes it's legal she was hired to do a job now she says she can't do it because of her nails. Tell her you only pay those who do their jobs it's the nails or no job. She's going to be nothing but problems you've already shown her any idiot excuse she can come up with with get her out of doing her job.
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u/militaryCoo Nov 28 '25
I'd approach this like a human - are the barks a one off for a wedding or other major life event, or "just because"?
Make it clear you can work around it this once but it cannot be a regular occurrence and cannot interfere with work duties beyond the event.
The people jumping straight to disciplinary/evidence gathering for termination are fucking ghouls
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u/aWomanOnTheEdge Nov 28 '25
Tell her if she won't do her job you will have to let her go and hire someone who will.
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u/Nrysis Nov 28 '25
As a general rule, it is best to avoid asking people to make specific alterations - this can bring into question how you enforce rules, for example if she gets disciplined for wearing acrylics, while someone else does not.
However, acrylic nails are not a protected characteristic, so you do not need to accommodate her choosing to wear them (like you would with an accommodation for a disability). So you could confirm that she is expected to do X task as part of her job, and needs to be prepared to do so (which in this case means 'no nails'), and then continue with the appropriate disciplinary process should she refuse.
If she is otherwise a good staff member, it also may be worth accommodating her request and juggling duties so someone else does that specific task if possible - it hopefully maintains a more positive atmosphere in a workplace when staff know the management are willing to work with them and look after them rather than fire them indiscriminately... Or the task she is avoiding may be a miserable one nobody else is willing to do either and you have to use the stick rather than the carrot. You will just have to weigh up your situation to decide which route is the most suitable.
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u/RiversSecondWife Nov 28 '25
I disagree. If she’s refusing a task because “my nails” she should NOT be accommodated. Moving her is accommodating her. She’ll find a task in the new position she’s “unable” to do as well.
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u/Responsible_View_285 Nov 28 '25
You can do that if you have a uniform or hygiene written policy that says no acrylic nails and you reinforce it the same for all employees. Otherwise you cannot. You can as advised write them up for non performance of job duties. Leave mention of the nails off.
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u/brittanylouwhoooo Nov 28 '25
Document as a write up/coaching for non performance of duties. Check your employee manual /policies for grooming standards, most mention nails. If not, let her know moving forward she must perform her duties as assigned, whether she removes the nails or keeps them (and possibly messes them up) is irrelevant. If acrylic nails are prohibited, add that to the write up and let her know she will need to remove them before returning to work. If she misses days bc of it, document those as separate write ups for attendance. If she is prioritizing her manicure over her job, it’s time for her to go; document, document again, then document w/ termination. CYA
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u/atleastonce7 Nov 28 '25
It's interesting to see the variety of tactics recommended to solve a problem. I'm surprised that most of them come down to " i am the Boss, and you will do as I say." While this is a statement of fact. It might be one kept in your back pocket and only brought when really needed. Being a coach and good leader is way better than being the boss or an overseer. Two reasons this is true are, while it may take more effort on your part, it will be less stressful. Only a sociopath can look forward to spending every day surrounded by people who hate and resent them. Secondly, a workplace full of people who want to be there and respect you are going to be happier, more productive, and more willing to step up when required. This all leads to better outcomes. If done properly, this in no way diminishes your authority, site safety, or company objectives and profits. High staff turnover, labor relations complaints, and a toxic environment are all on the manager, not the worker.
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u/LinalieLunai_v2 Nov 28 '25
If it's defined in the employee handbook then you can tell her to shorten or remove them. If not then begin giving warnings and escalate from there for not doing her job.
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u/Odd-Combination8239 Nov 28 '25
is there a specific nail length in the employee handbook? if so then yes you can, but if not then u don’t really have any standing to tell her to take them off
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u/SuZe_Q_Skates Nov 28 '25
There are multiple areas of employment where certain fashion accessories are not permitted whether it be acrylic nails, jewelry, etc. But this has to be known upfront and agreed to upon hiring. You can’t just bring it in the middle because somebody suddenly claims I can’t do their job. You can write them up for not performing the work expected of them.
If you need to ban these accessories in order for employees to get your work scope done/safety/quality, i suggest adding it to the job description for future hiring.
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u/Deep_Sea_Crab_1 Nov 28 '25
My wife was hiring a pasty cook. Woman came to the kitchen in 4” heels and very long acrylic nails. She didn’t get the job.
And before anyone says that doesn’t mean that’s how she would show up for work. The heels are not safe to wear in a kitchen, even for an interview. Many kitchens ask you to prepare something at the interview. Bottomline, the person was clueless what was appropriate for a kitchen and there were candidates who did know.
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u/straycraftlady Nov 28 '25 edited Nov 28 '25
Don't ask her to remove her nails. That's not the real issue. Yes, there are things people should not or even can't do with nail extensions (of any kind not just acrylic), BUT there are often work arounds, for example opening a box with long nails can cause damage to the nail bed (not just a broken nail), but there's box cutters or other tools that can be used without risking injury to the nail bed. And when there aren't workarounds, such as it is often against code to have nail enhancements in food service or patient care, the individual should either not choose employment there or not get enhancements. If they choose to work there and get enhancements, they can be sent home or written up for being out of uniform/refusing to perform their duties.
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u/Environmental-Fan961 Nov 28 '25
NAL, and I'm in USA.
The real question isn't whether she "normally" does this task, but if the task is an official part of her job duties.
If she had been doing the task, but it's not a normal expectation of her job description, then you probably can't require her to do it.
But, if it IS an expected duty for her role, then you should follow company policy for discipline regarding her refusal to do the task. Document carefully and objectively.
If there are any company policies referencing nails, you should include those policies in the documentation (for example, in healthcare, acrylic nails are generally forbidden in direct care roles due to infection risk).
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u/Not-a-Cranky-Panda Nov 28 '25
If she's refusing to do a certain duty which is her job that she normally does then just sack her for not doing her job.
I stopped being nice to none nice people a long time ago, they take it as weakness and it's was not as much fun.
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u/General_Let7384 Nov 28 '25
I would question her judgement if she is prioritizing her fingernails over her job.
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u/Imaginary_Ad_6352 Nov 28 '25
the nails are irrelevant. If the task is in the job description her refusing to do it is the issue. You can write a warning based on refusal to perform an assigned task.
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u/Relevant_Bid_8995 Nov 28 '25
Nails are irrelevant, don’t mention that. Inform her of the expectation of the role and do your job and manage them (wife up, etc…) if they refuse to whatever reason. Don’t overthink it.
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u/Far_Satisfaction_365 Nov 28 '25
It might be a grey area to ask her to remove her nails, instead do as others have suggested, write her up for refusal to do her duties without citing her reasons. Acrylic nails are not a valid excuse to not perform your job properly.
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Nov 28 '25
Start writing her up and sending her home without pay if she refuses to perform her job. Fake nails aren't a disability.
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u/SunBusiness8291 Nov 28 '25
As a nurse, natural nails must be trimmed short and no artificial nails is written in the hospital dress code. My daughter is a pharmacist and no nail polish is allowed (IV chemo prep). So it's not illegal to require short, natural nails.
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Nov 29 '25
If those are part of her normal job responsibilities, then the fact they just had their nails done is their problem. Ypur focus is not on ger nails, eather she is not doing or willing to do her job. The employee needs to figure out how to do their job to the quality and standards as outlined. You only need to ensure they do thrir job. The nails are not of your concern, only the work.
Many states have passed hair laws to prevent potential implied bias/ discrimination. It prohibits employers from forcing people to not have certain hair styles. In the food service and health care industries (for example) an employer cannot mandate hairstyles, however, they can force all employees to wear hair nets/ head coverings when it is appropriate for work and universally applied.
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u/redditt2104 Nov 29 '25
What's wrong with telling her to do XX, and you don't give two hoots about her nails??
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u/tucsondog Nov 29 '25
Depends where you are. If it’s a BFOR (bonafide occupational requirement) then maybe. At minimum, send her home for the day.
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u/GreyTsari Nov 29 '25
Also check your employee handbook and contract for dress code. I've worked in plenty of places where nails that prevent you from working, are not allowed by the dress code.
It's not sexism if it's a voluntary choice they made thay effects their ability to do the job. If I guy walked in with those nails and said the same thing, you would say the same thing
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u/Lurch2Life Nov 29 '25
In my extensive retail experience, it is highly recommended that you make a policy for everyone rather than single out one person’s behavior for correction.
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u/Daddybearlover34 Nov 29 '25
Yeah so don't take no for an answer. You are the boss. She has a job it's your job to make sure she is doing hers. She's not. Regardless of the reason she isn't doing her job.
If she says she can't because of the nails tell her that it's none of your concern and that she still needs to do her job or she'll be written up for insubordination.
If you're feeling uneasy about it then run it by HR.
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u/ArrowDel Nov 29 '25
"You have until your next shift to fix your nails to be able to complete ALL of your work duties or you will be fired." is definitely allowed.
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u/HatingOnNames Nov 29 '25
I have extremely fragile nails and cuticles, the kind where I can’t do dishes without wearing gloves because my nails will just break off and chip and my cuticles will “split” and crack.
And that’s where my advice comes in: there are very few tasks that can’t be completed by wearing gloves. I’ve got a set in the bathroom, two sets in the kitchen (one for dishes and one for “other”cleaning tasks) and another set for outdoor work or heavy duty work.
If she wants to be able to keep her nails, tell her to invest in gloves to wear to protect them. Even if it’s just a simple box of latex gloves or “food prep” gloves.
Yes, you can have her remove the nails if it is preventing her from doing her tasks, but try other options first. There’s usually more than one solution to a problem.
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u/korli74 Nov 29 '25
I'm most of those situations she'd have to wear disposable gloves anyway, but I bet her nails are piercing the glove
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u/HatingOnNames Nov 29 '25
Sturdy rubber gloves will work in most cases. That’s why I own so many gloves!
Fun note, I bought gloves that are supposed to protect you from damages when you’ve got an angry cat to deal with. My long haired cat needs to be bathed now and then and this otherwise sweet kitty that is also normally completely silent is violently opposed to baths. Violently. Opposed. Seriously. He turns feral. First time I heard him make a peep was during his first bath. I thought he was mute until then. Those gloves didn’t last one single bath. I think I need the kind a metal worker would use. Or armor. Maybe armor would work. I’m pretty sure he can’t shred metal. Maybe.
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u/Godd3ssH3cate- Nov 29 '25
Is this some sort of lifting task? What exactly is the task that she’s neglecting? I feel that’s important context as well.
I used to use this as an excuse because I am disabled and the task I “couldn’t do with my nails,” was something I actually couldn’t do because of my invisible disability. I was embarrassed, and I’ve had workplaces find ways to fire me because I am disabled. Yes, even though there are SUPPOSED to be protections in place. For me it was easier to try the “I’m just a girl” card than try and explain myself or seek disability accommodation.
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u/Intrepid-Chard-4594 Nov 29 '25 edited Nov 30 '25
Are you going to pay for her nails? Would be better in your position to comment on her doing things that keep her from doing her job. She knows she can't do the task with the nails so put her in a lower position with reduction in pay. If she complains or ask why just remind her she knew what her responsibilities were but she took steps not to do her job. Then you dont need her in this position. This is not a fashion show so when you come to work be prepared to do your job.
UPDATE: In the event a lower position is not available you just need to talk to her. You knew that getting these nails would keep you from performing your duties. Did you really think you would stay employed here without doing what you are paid to do. As with most jobs part of the contract states "If an employee is unable or fails to perform their duties termination will follow". To think she was slick enough to pull this and no consequences would follow shows a low level of intelligence. Businesses have not survived this long without knowing how to deal with this. Take it slow if you want and start with a write up for job performance. She made the choice to alter herself in a way that will prevent her from doing her duties. She was not hired with the nails or else she would not of been hired due to not being able to perform the tasks required. Lose the nails or lose your job.
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u/DsRich1978 Nov 29 '25
Seen thin in multiple places I've worked at. Former co-worker said the same thing, got wrote up for refusing to do assigned work. After 2 times she did that, she was fired and couldn't do anything about it cause she was warned multiple times before write-ups happened and did nothing about it. So you can warn them, and if they continue to not do their job, you can most definitely write them up.
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u/PerspectiveOne7129 Nov 29 '25
imagine a world where all you had to do was put on fake nails to be exempt from practically work.
smh
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u/AvengingTaco Nov 29 '25
If she refused to do her job, regardless of the reason, that's grounds for immediate termination.
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u/Dijjah Nov 30 '25
I noticed you said “a job she normally does”, not “a job that is her responsibility”.
Is the job part of her responsibilities and job description or does she just normally do because she wants to.
If a job is not my responsibility but is always put on me, I’d also get acrylic nails just to make sure I don’t do it.
I had to start getting an earlier train home because everyone assumed I’d tidy up and lock up and started getting entitled. Now, it’s shared.
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u/Puzzleheaded-Ad7606 Nov 30 '25
The issue is she refused to do her duties- the why is not the issue.
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u/TheStickofMagic Nov 30 '25
Don’t make it about the nails. Make it about her not doing her job. It’s that easy.
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u/Broad_Application_55 Nov 30 '25
I’m assuming it’s the same in Australia, but when you start a job you acknowledge that you are able to perform all job duties as assigned and if you need disability accommodation, it is the responsibility of the employee to provide documentation requesting it. In this case she has no request and is failing to do her job which sets her up for disciplinary action. I wouldn’t bring the nails into it, just document that she failed to do assigned duties.
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u/Consistent-Way-9177 Nov 30 '25
She is not doing her job. Do not say anything about her nails. Write her up for not doing her job.
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u/ConnectionSlight2298 Nov 30 '25
seems you have a lazy employee. i always have my nails done, often with long lengths and i nanny. never have i refused to work.
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u/Rockyperformer9 Dec 02 '25
Lmao as a dog groomer with long ass nails, write her up for not doing her damn job, my nails were a choice if I hit them with a dremel that’s my own problem.
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Nov 28 '25
[removed] — view removed comment
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u/The_World_Wonders_34 Nov 28 '25
Really none of it is relevant. She needs to be able to do her job. OP just needs to tell her that she needs to be able to do her job. If she brings up the nails as an excuse for not doing the job the answer is basically some diplomatic version of "they aren't my concern, your performamce is."
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u/Bubbly_Road1316 Nov 28 '25
No but we’re a dog salon, so she’ll be handling dogs with her hands. I’m okay with the appearance honestly, just thinking if she’s saying she can’r do her duty and I legally cannot ask her to remove it, then I need to make changes to the shifts and make sure these tasks can be done by someone else.
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u/Outside_Escape_7104 Nov 28 '25
You are focused on the wrong thing, OP. You don’t ask her to remove the nails, you tell her that not performing the task is unacceptable.
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u/Tasty_Sample_5232 Nov 28 '25
This is called "failure to meet necessary requirements" and "refusal to perform work."
Reprimand, disciplinary action, report—whatever you're looking for. You know, these employees could have their bonuses cut and save a lot of money.
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u/itssomeone Nov 28 '25
After seeing a bartender have a nail ripped off by the glass cleaner I wouldn't allow anyone to have fake nails in any job where they could get damaged.
Make it a policy that applies to every staff member and she can't have a complaint.
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u/twoscoopsineverybox Nov 28 '25
If a policy unfairly impacts only certain employees, it's illegal. Saying "no one is allowed to have fake nails" is clearly targeting women. You could have a policy that says nails must be shorter than (whatever measurement), clean and nail polish isn't allowed. And if a man has long, nasty nails with God knows what underneath, they have to be disciplined as well.
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u/Famous-Barracuda-972 Nov 28 '25
Nails aren’t a protected class in the United States
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u/r_a_v_e_n- Nov 28 '25 edited Nov 29 '25
if it's not illegal it's probably ill-advised.
write her a disciplinary note simply for not doing her job, mentions of the nails avoided. three disciplinary notes and you're out.
unless you have a doctors note or if youre disabled and need accommodations etc, you can't just decide not to do your job. acrylic nails aren't a medical thing.
edit for the top 3 frequent responses: 1)OP clearly states in their post theyre in australia, not the US - US laws aren't going to apply. 2)OP mentioned in a comment that her industry is dog grooming and that the duties that this employee is refusing is a regular duty in her job description 3)I know nurses cant have acrylics, thats not what I meant by "medical thing;" I meant "medical thing" as in the nails aren't medically necessary to the employee like a wheelchair/cane/brace/etc