What happened?

As a reminder for employers in Pennsylvania, the CROWN Act (Creating a Respectful and Open World for Natural Hair) was signed into law on November 25, 2025, and takes effect January 24, 2026. This law amends the Pennsylvania Human Relations Act (PHRA) to prohibit discrimination based on natural hair texture, protective hairstyles, and head coverings historically associated with race or religious creed.

Overview

Why this matters:

• Addresses systemic bias impacting Black Pennsylvanians and individuals of certain religious backgrounds.

• Expected to significantly influence employment litigation across the state.

• Advocates call it a “win for workers,” while critics warn vague exceptions may lead to disputes over what qualifies as “tailored.”

• Enforcement through the Pennsylvania Human Relations Commission (PHRC), which can:
  • Investigate and mediate.
  • Impose civil penalties up to $10,000 for first offenses.
  • Award back pay and injunctive relief.

What is the CROWN Act?

• Expands PHRA definitions:
  
  • Race (§4(bb) (1)) includes traits historically associated with race, such as:
    
    • Hair texture
    • Protective hairstyles: locs, braids, twists, coils, Bantu knots, afros, extensions.
      
  • Religious creed (§4(dd) (1)) includes head coverings and hairstyles tied to faith (e.g., hijabs, turbans, dreadlocks for Rastafarians).

• Applies to employment, housing, education, and public accommodations statewide.

Action Steps for Compliance (Before January 24, 2026)

• Review and update grooming and dress code policies.
• Remove vague terms like “professional” or “neat.”
• Ensure health and safety rules meet the four-part test.
• Train managers and HR teams on new protections.
• Update anti-harassment and discrimination training to include hair and religious head covering protections.

Additional Information

Key Risks for Employers: Grooming or dress code policies restricting natural hairstyles or religious head coverings may violate the law unless they meet strict criteria under §4(bb) (1) and §4(dd) (1):

• Necessary for health or safety.
• Adopted for nondiscriminatory reasons.
• Specifically tailored to the job.
• Applied equally to similar roles.

For additional details:

• Pennsylvania Governor – Press Release (November 25, 2025)
• Pennsylvania HB 439 – An Act amending the act of October 27, 1955 (P.L.744, No.222), known as the Pennsylvania Human Relations Act, further providing for definitions
  
  

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