Pennsylvania has joined a growing number of states and localities in enacting legislation aimed at eliminating hair-based discrimination; the new law is effective January 24, 2026. Governor Josh Shapiro signed the Creating a Respectful and Open World for Natural Hair “CROWN” Act into law in November 2025. This law protects individuals from discrimination in the workplace based on natural hair textures and protective hairstyles, such as locs, braids, twists, coils, bantu knots, afros and extensions. The legislation likewise prohibits discrimination related to religious head coverings and hairstyles associated with religious creed. The CROWN Act amends the Pennsylvania Human Relations Act (PHRA) to expressly prohibit discrimination based on natural hair texture and protective hairstyles, historically associated with race and head coverings and hairstyles associated with religious creed.
Although the CROWN Act significantly expands protections against hair-based discrimination and discrimination associated with religious head coverings, it does not impose an absolute ban on all workplace grooming or appearance standards. The law expressly preserves an employer’s ability to adopt and enforce otherwise valid workplace health and safety rules or policies including those related to hair or hair coverings, when such requirements are justified as a “bona fide occupational qualification.” However, these exceptions are narrowly construed, and employers must demonstrate compliance with specific criteria. To lawfully enforce a hairstyle or hair covering restriction that impacts traits historically associated with an individual’s race or religion, an employer must establish that:
- A legitimate health or safety risk exists absent the policy or rule.
- The rule or policy is adopted for non-discriminatory reasons.
- The rule or policy is specifically tailored to the position and activity.
- The rule or policy is enforced consistently to individuals in comparable roles.
Key Takeaways and Compliance Considerations for Employers
- Pennsylvania’s CROWN Act amends the Pennsylvania Human Relations Act to expressly prohibit discrimination based on natural hair texture and protective hairstyles historically associated with race as well as head coverings and hairstyles associated with religious creed.
- Employers should promptly review and revise dress codes, grooming standards, and appearance policies to ensure they are compliant and do not impose unnecessary or discriminatory restrictions on natural or protective hairstyles or religious head coverings.
- Human resources professionals, managers, and supervisors should receive training on the CROWN Act and implicit bias to reduce the risk of discriminatory enforcement or decision-making.
- Any hairstyle or head-covering related requirements must be job-related, consistent with business necessity and supported by a legitimate health or safety risk.
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