By Elizabeth F. Charles, Esq.
Pennsylvania now joins over half of the states in passing laws that provide legal protection from discrimination based on hair texture or style. The CROWN Act (Creating a Respectful and Open World for Natural Hair) was signed into law by Governor Shapiro on November 25, 2025.
According to the Pennsylvania Human Relation Commission’s 2022 annual report, there were 916 cases for complaints filed alleging racial discrimination based on hair texture and protective hairstyles historically associated with race. A 2023 CROWN Workplace Research Study found that 25% of Black women believe they have been denied a job interview because of their hair, and 20% of Black women ages 25-34 have been sent home from work because of their hair. Grooming policies that reinforce Eurocentric standards of beauty and professionalism perpetuate exclusion and racial inequity. Often, in schools and in the workplace, there are vague standards or grooming policies that require a “neat and orderly” appearance, but that is not clearly defined. Because of the ambiguity in such language, the standards are subject to interpretation based on the biases of an educator or employer. The new CROWN law protects Pennsylvanians by abolishing any notion that natural hairstyles are not appropriate in professional, educational, or public settings. The goal is to mitigate the psychological, economic, and physical harm caused by race-based hair discrimination.
The CROWN Act amends the Pennsylvania Human Relations Act to expand the definition of “race” to include traits associated with race, including hair texture and protective hairstyles. Protective hairstyles include, but are not limited to, locs, braids, twists, coils, Bantu knots, afros, and extensions.
The CROWN Act prohibits racial discrimination based on hair texture and protective hairstyles historically associated with race without infringing on an employer’s right to implement otherwise valid workplace health and safety rules or policies provided the employer demonstrates all of the following:
- Without the adoption of the rule or policy, it is reasonably certain that the health or safety of an employee or other materially connected person would be impaired;
- The rule or policy is adopted for nondiscriminatory reasons;
- The rule or policy is applied equally and does not have a disproportionate adverse impact on a group of individuals based on traits associated with race; and
- The rule or policy is specifically tailored to the applicable position and activity.
Further, nothing in the new Pennsylvania Human Relations Act language shall be construed to prohibit an employer from adopting and enforcing an otherwise valid workplace policy to prevent a hostile work environment, provided the policy is adopted for nondiscriminatory reasons and is applied equally.
Finally, the push for a nationwide CROWN Act exists. Although passed by the House in 2019 and 2022, it was ultimately blocked by the Senate. The newest 2025 version, however, has some bipartisan support. With more than 28 states that have enacted CROWN laws and more than 50 cities that have done the same, pressure is mounting for the Federal government to align their support.
Takeaways:
- Policies and handbooks should be reviewed to ensure compliance with the CROWN Act.
- Relevant cultural training should be assessed.
- Any workplace health or safety rule that may impact traits historically associated with an individual’s race must be carefully drafted to comply with the CROWN Act.
Bottom Line:
Employers should ensure that their policies, rules, and training are up to date to comply with the CROWN Act. The attorneys at Campbell Durrant can help ensure that you are aligned with the new law.
