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The Pennsylvania Creating a Respectful and Open World for Natural Hair Act (“CROWN ACT”) was signed into law, amending the Pennsylvania Human Relations Act (“PHRA”) to clarify that discrimination based on hair texture, hair type, and hairstyles associated with race or religious creed is prohibited. The law goes into effect on January 24, 2026, and protects natural hair and styles such as braids, twists, locs, afros, and cornrows, and hair and head coverings worn for religious reasons.
What Pennsylvania Employers Need to Know
Pennsylvania employers may not treat employees or applicants differently because of natural hair, protective hairstyles, or hair or head coverings worn for religious reasons. Appearance or grooming standards that restrict or discourage these styles are likely to violate the PHRA once the CROWN Act takes effect. Policies addressing health or safety concerns may still be permissible, but they must be applied in a consistent and nondiscriminatory manner.
Under What Circumstances May Employers Restrict Hairstyles?
Employers may have workplace rules that affect protected hairstyles or head coverings, but only if the rule addresses a legitimate health or safety concern, or a genuine occupational requirement. In those situations, the employer must be able to show:
- The rule is necessary to prevent a real health or safety risk to the employee or someone directly affected by their work;
- The rule was created for reasons that are not discriminatory;
- The rule is narrowly tailored to the specific job and task; and
- The rule is enforced consistently for everyone in the same type of position.
Recommended Next Steps for Employers
Pennsylvania employers should review their existing dress code, grooming, and appearance policies to ensure they do not indirectly or directly prohibit hairstyles or coverings that are protected under the CROWN Act. Any policy that could affect hair texture, protective hairstyles, or religious hair coverings should be updated before the law becomes effective.
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