On November 25, 2025, Pennsylvania Governor Josh Shapiro signed House Bill 439, otherwise known as the “Pennsylvania CROWN Act,” into law. The CROWN Act prohibits discrimination based on hair, hair texture, hairstyle, and head coverings in the workplace. (Similar legislation passed in the Pennsylvania House in 2023 by a vote of 182-21. However, the 2023 bill never saw the light of day, having never been brought up for a vote in the Senate State Government Committee). The law is effective January 24, 2026. What does this mean for Pennsylvania employers?
What is the CROWN Act?
Title VII of the Civil Rights Act of 1964 (Title VII) is the federal law prohibiting discrimination in the workplace based on a person’s characteristics such as race, sex, national origin, color, religion, age, and disability. In Pennsylvania, the Pennsylvania Human Relations Act (PHRA) is the state law that does much the same thing. Despite Title VII and the PHRA, people of color and others still face hair-related workplace discrimination in connection with their race or religion.
Cue the CROWN Act. Serving as an acronym for “Creating a Respectful and Open World for Natural Hair,” the CROWN Act is an amendment of the PHRA that prohibits employment discrimination based on hairstyle, hair texture, as well as religious head coverings (effectively extending state law employment discrimination protections regarding color, race, national origin, and religion already in place under the PHRA). Many other states have already implemented their own version of the CROWN Act, including, but not limited to Alaska, Minnesota, Arizona, Nebraska, Arkansas, Nevada, California, New Hampshire, Colorado, New Jersey, Connecticut, New Mexico, Delaware, New York, Illinois, Oregon, Kentucky, Tennessee, Louisiana, Texas, Maine, Vermont, Maryland, Virginia, Massachusetts, Washington, and Michigan.
What does the Pennsylvania CROWN Act do?
Studies show that individuals in today’s workplace, especially those of color, continue to face discrimination based on the look of their hair. A 2023 research study conducted by Dove and LinkedIn revealed that Black women were disproportionately impacted by workplace hair bias:
- Black women’s hair was 2.5 times as likely than white women’s hair to be viewed as “unprofessional”
- Black women with curly/textured hair were twice as likely to experience microaggressions at work than Black women with straight hair
- Roughly one-fifth of surveyed Black women aged 25-34 reported being sent home from work because of their hair
According to the Pennsylvania Human Relations Commission’s 2022 annual report, 916 complaints were filed alleging racial discrimination based on hair texture and protective hairstyles historically associated with race.
The Pennsylvania CROWN Act prohibits certain employer actions, such as:
- Creating policies banning or limiting natural hairstyles like cornrows, afros, braids, or locs, as well as head wraps
- Relocating or sending an employee home because of their hairstyle
- Harassing an employee for their hairstyle choice
- Demoting or not promoting an employee due to hairstyle
Employers who violate the CROWN Act will be fined or penalized.
Importantly, the CROWN Act does not prohibit employers from making valid health and safety rules and policies relating to hairstyles, hair texture, or head coverings. Employers may still impose such health and safety rules and policies, so long as the employer is able to demonstrate that:
- Without the policy, the health or safety of an employee or other materially connected person may be impaired;
- The rule or policy is adopted for nondiscriminatory reasons;
- The rule or policy is specifically tailored to the applicable position and activity; and
- The rule or policy is applied equally to all individuals whose positions fall under the applicable position and activity.
Other Existing Pennsylvania Workplace Anti-Discrimination Laws
On a local level, Philadelphia and Pittsburgh enacted local ordinances that prohibit hair discrimination prior to the recent passage of the CROWN Act.
The Pennsylvania Human Relations Commission adopted regulations clarifying that discrimination based on hairstyles and hair texture is prohibited under the PHRA in 2023 — before the state CROWN Act was passed by the legislature. Apparently, the state legislature and Governor thought the regulations were not enough and that statutory codification was necessary.
Prior to the CROWN Act, courts have varied in their interpretations of the PHRA and its applicability to hair-based discrimination, with some upholding employer hairstyle policies/bans and others finding impermissible discrimination. With the new guidance provided through the adoption of the Crown Act, court decisions regarding such policies should become more consistent.
How should employers respond to the Pennsylvania CROWN Act?
As mentioned, the CROWN Act goes into effect on January 24, 2026. In preparation, employers should review policies and employee training programs to ensure compliance with the new legal requirements. This may include:
- Updating personnel handbooks or other documents addressing workplace appearance, dress codes, or grooming policies to remove any discriminatory language
- Identifying accommodations and implementing non-discriminatory measures (e.g., hairnets or hair ties) for various hair textures and styles when it comes to the health or safety of employee or other materially connected persons applicable by position or activity
- Ensuring rules or policies are adopted for non-discriminatory reasons and are applied, without a disproportionately adverse impact on a group of individuals based on traits associated with race or religion
- Training employees who make hiring and other employment-related decisions on the amended policies, and all equal employment opportunity policies
Support for PA employers
Our team of Employment Law attorneys is keeping abreast of developments in this area of the law and is here to assist you in navigating the ever-changing employment legal landscape.
This blog was co-authored by Joshua L. Haney and Jacob M. Sitman.
