
Your beginner's guide to choosing a wig if you're experiencing hair loss
Experiencing hair loss can feel overwhelming, and for many, the world of wigs is a completely unfamiliar one. Despite how common hair loss is (around 8 million women in the UK feel affected to varying degrees), there's surprisingly little straightforward guidance on how to navigate the next steps. If you're considering a wig or hairpiece for the first time, it can feel confusing, overwhelming, or even a bit intimidating.
From unfamiliar terminology to endless hair type options and price points, knowing where to begin isn't always obvious. But choosing a wig doesn't have to feel like a last resort– it can be an empowering, confidence-boosting decision. Whether your hair loss is temporary or more permanent, there's a hair solution out there for you, and plenty of ways to make it work for your lifestyle and needs.
Here, we're taking you through the wig shopping process...
Step one: understand your needs
Before diving into wig shopping, it's helpful to understand what's causing your hair loss. Is it the result of a medical treatment like chemotherapy? A hormonal condition? Or something more permanent like alopecia? 'Knowing this helps you pick the right wig for your situation,' says Ada Buliga, hair expert at Irresistible Me, a hair brand that specialises in high-quality faux hair. It's also worth speaking to a healthcare professional or trichologist for clarity on your diagnosis and future hair growth.
Next, consider your budget, lifestyle and frequency of use. Are you after something more high quality and long-lasting for daily wear, or something you can wear only occasionally? 'Wigs range from affordable to fancy,' Ada adds. 'Having a price range in mind will make things easier. And don't forget comfort- no matter your price bracket, a wig should feel nice on your head, so look for lightweight, breathable options that suit you.'
Your options explained
There's no one-size-fits-all when it comes to wigs, and that's a good thing. Here's a quick breakdown of your main options:
Synthetic wigs are low-maintenance, budget-friendly, and come pre-styled– perfect if you're new to wigs or want something that's easy to wear and go. The downside is they often can't be heat styled, and the condition of the hair won't stay glossy much past a few months.
Human hair wigs offer the most realistic look and feel. You can curl or straighten them, but they come with a higher price tag and require more care.
Custom-made wigs are tailored exactly to your head shape, hairline and colour preference — ideal if you're after a flawless fit and are open to investing. Both custom-made and human hair wigs can have maintenance done to them (where you send them back for hair infills, usually around the hairline), meaning you might not need a brand new wig every year or so.
In summary, think about how much time you want to spend on upkeep, how active you are and what styling flexibility you want. 'If you're on a tight budget or want low fuss, go synthetic,' says Ada. 'If you love switching up your look and don't mind spending more, human hair or custom-made might be for you."
How long do wigs last?
Wigs typically last anywhere from 4 months to over a year, depending on the type of wig, how frequently it's worn and how well it's cared for...
Synthetic wigs (worn daily): usually last 4 to 6 months
Human hair wigs (worn daily): can last 12 to 18 months
Occasional wear (2–3 times per week): can extend the lifespan by up to 2 years for human hair
Making it look natural
Getting a natural-looking finish is all about fit, shade, and confidence. Start by choosing the right colour — you can match your natural tone or pick something that flatters your skin. 'Try a few options if you're unsure,' Ada suggests.
Fit is just as important. Measure your head and look for adjustable wigs that sit snugly but not too tightly. 'Style it casually — adding texture, waves or a bit of movement makes it look more lived-in.' If you have natural hair at the edges, blending it in helps, or you can use wig tape, makeup or a wig cap for a seamless transition.
Caring for your wig
To keep your hair piece looking fresh and lasting longer, treat it with care. Do wash it with wig-specific shampoo and conditioner, store it on a stand at night, and if it's human hair, use heat protectant before styling. Avoid regular hair products or over-styling, as these can all shorten its life span.
Can you wear a wig at night?
There's nothing stopping you, of course, but it's recommended that you let your scalp breathe overnight. If you need coverage, consider a sleep cap or a soft, breathable wig designed specifically for nighttime wear. If you wear your regular wig to bed, you'll likely end up making it tangled and matted quite quickly, shortening its lifespan.
Start slow, wear with pride
Finally, be kind to yourself. 'Feeling nervous is so normal,' says Ada 'Start by wearing your wig at home or around people you trust. The more you wear it, the easier it gets.' And remember, wigs aren't just about necessity; they can be fun too. 'It's a completely new head of hair! Tons of people wear wigs, and honestly, most won't even notice.'
You're not alone in this. With the right piece and some trial and error, you can feel more like yourself again– or even discover a whole new version of you.
Wigs to shop for all budgets
Raoul Wigmakers
If you're new to wigs, the place to go for in-person advice is Raoul Wigmakers. The team goes above and beyond to make you feel comfortable and work with you to find a personalised piece suited to your needs. If you have the budget, give them a visit at their London shop (you'll need to book an appointment here). They offer synthetic, human hair and customisable hair pieces and wigs, depending on how much you're keen to spend.
Irresistible Me
Online site Irrestible Me has an expansive range of ready-to-wear wigs and hair pieces in all textures, colours and lengths. They have a quiz to help you find the best hair for you, and they're available on chat if you have any questions. Plus, they donate £1 for every purchase to help support women on their breast cancer journey with National Breast Cancer Foundation.
Estelle Wigs and More
Estelle is turning wig shopping into something elegant and thoughtful. It offers everything from heat‑safe synthetics to luxe human‑hair lace fronts, all curated with wearer confidence in mind.
A final note...
Not everyone suffering from hair loss can afford top-notch wigs, so if this is the case and you're looking for support, there are many wig retailers who work with the NHS to provide free hair for those who need it. You'll need to be assessed by your doctor or dermatologist for a referral for this, but once they've approved it, you can get free synthetic wigs or subsidised costs for a human hair one.

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However, employers are not obligated to make reasonable adjustments if they are not aware of a physical or mental an employer allows them to make these adjustments and can make a job role easier for the person. Some people may prefer to have this conversation early on, before the adjustments become protections for employees with chronic conditionsThe Americans with Disabilities Act defines a disability as a physical or mental impairment that substantially limits one or more major life a record of such a physical or mental impairment or being regarded as having such an impairment also counts as a disability under the ADA. Generally, these impairments must last for at least 6 months. A chronic health condition that substantially limits major life activities may still count as a disability even if a person uses assistive technology, medication, medical devices, reasonable accommodations, or learned may require a medical examination or medical history check to prove their eligibility for ADA coverage, but ADA will treat this information as a confidential medical to the Centers for Disease Control and Prevention (CDC), chronic illnesses are a leading cause of disability in the United a general rule, the ADA determines that no employer, employment agency, or labor organization can discriminate against a person due to disability. This rule covers the following work-related areas:job applicationshiring processesjob trainingcareer advancementdischarging employeesemployee compensationother employment terms, conditions, and privilegesWhat the ADA does not protect againstThe ADA protects people against discrimination on the basis of a disability, which can include a chronic illness. The act also protects those with a relationship or association with someone with a disability from not all chronic illnesses may count as a disability. For example, someone with mild psoriasis that is not flaring up and has never substantially limited their life may not qualify for ADA does not mean that their condition may not progress into disability in the future or that they are not allowed to seek reasonable accommodations if it does flare ADA does not stop employers from hiring the most suitable job candidate. It also does not impose any specific action obligations upon employers. It just protects against ADA coverage, a person must still be capable of performing the basic essential functions of a job role, with or without reasonable Family and Medical Leave Act (FMLA)The FMLA allows people to take medical leave for a serious health condition that affects their ability to carry out the essential functions of their job or to care for someone with a serious FMLA entitles eligible employees to up to 12 weeks of annual unpaid leave. An employer can include paid sick leave and accrued vacation leave in this this time, the employee must continue to receive group health benefits as if they were working. After the leave, they must be able to return to the same or an equivalent level of are eligible for FMLA coverage if they meet the following criteria:they work for a covered employer, which includes public agencies or private sector employers who employ at least 50 employees for at least 20 working weeks in the previous calendar yearthey have worked for 1,250 hours during the 12 months before their leavethey work in a location where their employer has at least 50 employees within 75 milesthey work for the same employer for at least 12 months, which does not need to be a consecutive periodWhen to tell an employer about a chronic conditionThe ADA makes it unlawful for employers to discriminate against a person due to disability. Therefore, if a chronic condition counts as a disability and a person discloses it at any stage of their job application process or employment, it cannot disqualify a person from equal opportunities to others in similar to tell an employer about a chronic condition is up to the individual. However, if their condition begins to affect their ability to do their job, telling their employer can help them put reasonable accommodations in people may prefer to tell their employer about their condition as soon as possible so their employer is aware of what might occur in the future. Telling an employer earlier may help them prepare for accommodations and implement them faster if for telling an employer about a chronic conditionIf you wish to inform your employer about a chronic health condition and seek reasonable accommodations, the following tips may help you prepare for the conversation:Decide how you feel most comfortable having the conversation. It could be in person or via email. Some people prefer a written record for peace of mind or in case of future starting the conversation, consider which reasonable accommodations might help you. It can be useful to start the discussion with possible, bring a doctor's note to support your request for the process to take time. Implementing reasonable accommodations can be time consuming and may require various approvals. You can keep in touch with your employer to monitor if you can have a trusted companion with you during the conversation for notes into the meeting or conversation if it is in-person and you are worried about forgetting to record the meeting or make notes if you want to refer back to the conversation a follow-up so you and your employer can reassess whether a reasonable accommodation is with your Human Resources department to see if any other support is reasonable accommodations must employers make?The ADA does not impose any specific actions upon employers. What constitutes a reasonable accommodation may vary from job to job and may depend on the specific effects of a person's health examples of reasonable adjustments include:making changes to or getting new equipment and devices at work, such as a standing desk to prevent sitting in one position all dayjob restructuring, including reassigning someone to a vacant positionchanges to work schedules, such as a flexible schedule or working from homeproviding readers and interpreterschanges to training materials, examinations, or policiesmaking all areas of the workplace safely accessible, such as with ramps and handrailsa private place to take necessary medicationsSince reasonable adjustments can vary significantly, people may benefit from speaking with their employer about specific accommodations that would help unsure what could help them, people may also benefit from speaking with a healthcare with chronic health conditions are not legally obligated to tell an employer about their condition unless it may affect their ability to perform the essential functions of a job role an employer cannot make reasonable accommodations if they are unaware of a physical or mental with an employer about a health condition may help a person find ways to make their role easier. It is unlawful to discriminate against a person due to a chronic condition that causes disability.