Introduction:Recently, Cotti Coffee was exposed for requiring job applicants to purchase their work uniforms at their own expense, which also sparked controversy over inappropriate remarks made by recruiters. Are such practices illegal? How does the Labor Contract Law protect employees' rights? This article provides an in-depth analysis of the incident, the legal boundaries involved, and clarifies common scenarios and precautions regarding self-purchased uniforms, helping job seekers and industry professionals better understand their rights.
Recently, when a job seeker contacted a Cotti Coffee store employee through a recruitment platform to inquire about whether they needed to buy their own uniform, they received the astonishing reply, “Did your family fall on hard times?” This triggered heated online discussions. In response to public scrutiny, Cotti Coffee’s customer service stated that most of its stores are operated through partnerships, and uniform policies are determined individually by each store.
From the exposed dialogue screenshots, it can be seen that the job seeker was advised to “buy the uniform on Taobao themselves,” but was not told that they had to purchase a specific brand or style. When the job seeker questioned whether this practice was illegal, they received an unfriendly response. Later, when media contacted Cotti’s customer service, it was learned that partner stores have varying policies on whether employees must pay for their own uniforms — some require employees to buy them themselves, while others cover the cost.
According to Article 9 of the Labor Contract Law of the People's Republic of China, employers may not collect any property from employees under any pretext, including withholding identity documents, requiring guarantees, or charging fees. Therefore, if a company forces employees to buy customized uniforms at specific shops, arranges group purchases, or does not refund the purchase fee upon resignation, such actions may be illegal.
However, if the employer merely suggests that employees prepare clothing of a similar style without specifying where to buy, which brand to choose, or mandating a particular uniform, it is generally not considered illegal. For example, some employers, due to high staff turnover, only set basic requirements for clothing color and general style, allowing employees to select suitable attire from e-commerce platforms. This kind of practice is relatively common in the industry.
Legal experts point out that the key issue is whether the employer “collects property from employees under any pretext.” If the recruiter explicitly requires employees to purchase designated items, pool money for group purchases, or fails to properly handle the cost of purchased uniforms upon leaving, it may constitute a violation. On the other hand, if the advice is merely to prepare one’s own clothing without mandatory specifics, the legal risk is lower.
Many netizens have pointed out that, in fact, many employers in the catering or service industries require employees to provide their own workwear, mainly to reduce personnel costs and cope with frequent staff changes. As long as the dress code is not overly strict and employees are free to choose where to buy, such cases mostly do not constitute a violation, but they can still easily spark controversy.
During the interview process, if job seekers have doubts about the requirement to purchase their own uniforms, it is advisable to first clarify the specific regulations, including whether there is a designated place to buy, required brands or styles, and how the uniform will be handled after leaving the job. If obvious violations are found, one can protect their rights according to the law. Recruitment parties should also follow the principles of respect and transparency, clearly informing applicants of relevant policies to avoid damaging the company’s image due to improper remarks.
In summary, whether self-purchasing uniforms is legal depends on whether the employer is effectively charging fees or enforcing mandatory specifications. Both job seekers and employers should communicate fully and clarify rights and responsibilities to reduce misunderstandings and disputes, thereby fostering a healthier employment environment.
The above content is compiled by CoffeeHunters, a coffee news website.
