Walking into a job interview or the office, you should be able to show up as your full and authentic self. Unfortunately, many people, including Black employees, face unfair scrutiny or discipline because of their hair texture or protective style.
The CROWN Act aims to end this kind of discrimination. It stands for Creating a Respectful and Open World for Natural Hair. It protects employees from being treated differently by others because of the natural styles associated with their race. This includes styles like Afros, locs, braids, and twists.
Here’s what you need to know.
Is the CROWN Act Passed in Pennsylvania?
Yes, the CROWN Act is law in PA.
On November 25, 2025, Governor Josh Shapiro signed House Bill 439. This enacted the CROWN Act statewide. As a result, the law covers you wherever you live and work.
It amends the Pennsylvania Human Relations Act (PHRA), which is the state’s most important law against discrimination in employment and education.
The Act was signed in November but will take effect on January 24, 2026. This gives employers time to update their policies.
So does Pennsylvania ban hair discrimination? Yes, the whole state now bans hair discrimination.
What the CROWN Act Protects Against
Before now, there was a gray area that enabled employers to hide their racial biases behind subjective and ungrounded grooming standards. Now, with the CROWN Act in place, this can’t happen.
The Act recognizes that denying anyone employment because of their hair is discrimination. There’s no two ways about it.
It prevents actions like:
- An employer rejecting an application or firing someone because of how they wear their hair
- Negative comments about hair and unwelcome hair touching
- Policies that ask one group of employees, often Black women, to chemically alter their hair or wear a wig while allowing others to wear their natural hair textures
- Policies that prohibit Afros, braids, twists, coils, Bantu knots, or extensions
The CROWN Act also stops schools from disciplining or outright banning natural hairstyles for students.
How Hair-Based Discrimination Violates Civil Rights Laws
The CROWN Act didn’t create a new civil right; it clarified an existing one.
The Act amended the PHRA. It redefined “race” to include “traits historically associated with the individual’s race, including hair texture and protective hairstyles.”
This reflects legal protections that come from the federal government under Title VII of the Civil Rights Act of 1964. This stops employment discrimination based on race, color, religion, sex, and national origin.
Historically, courts and the Equal Employment Opportunity Commission (EEOC) have been undecided on how to make sense of hair discrimination under Title VII. The CROWN Act removes the ambiguity and replaces it with concrete, state-level definitions. It eliminates the need to argue whether or not the discrimination is racial; the law now explicitly says it is.
Employer Obligations Under the CROWN Act
The CROWN Act will become effective in early 2026. Companies must ensure they are compliant by:
- Reviewing and updating appearance policies to remove vague or subjective language
- Training managers on cultural intelligence and implicit bias, as well as definitions under the CROWN Act
- Ensuring consistent enforcement—for example, if there are safety rules that require hair to be tied back off the face, this must apply to everyone, regardless of their race or the style of their hair
Employers operating in cities like Philadelphia must remember that local ordinances may still apply. To stay compliant, they’ll need to double-check both local and statewide rules.
What to Do if You Experience Hair Discrimination
If you have been treated unfairly because of your hair at work, you have legal rights. To protect and strengthen your claim:
- Record the details of the unfair treatment. Write down the date and time, location, and if possible, the exact words or actions the person who discriminated against you used. If there were other people around, write down their names too.
- Save all of your evidence, like emails or discriminatory policies.
- If you feel comfortable, submit a formal complaint to HR.
- Consult with an employment law attorney before you agree to any settlement or sign termination papers.
McOmber McOmber & Luber can advocate for you through every stage of this process. We perform thorough investigations and file discrimination claims with the Pennsylvania Human Relations Commission (PHRC) or EEOC. If needed, we will pursue litigation in court.
Why Choose McOmber McOmber & Luber
When your career and civil rights are at risk, you need experienced, authoritative representation. McOmber McOmber & Luber offers:
- Decades of litigation experience
- Regional exposure in both New Jersey and Pennsylvania, so we know both the PHRA and CROWN Act amendments
- Commitment to confidentiality and protecting cultural identity
- A long history of successfully representing victims of racial discrimination
Contact Us Today
If you have faced discrimination at work because of your natural hair or protective hairstyle, contact us.
We offer free, confidential consultations and are ready to fight for your rights. Reach out to McOmber McOmber & Luber today.
