Pennsylvania Expands Race Protections with CROWN Act
As of Jan. 24, 2026, Pennsylvania employers should assess and update workplace grooming and appearance policies to ensure compliance with new protections covering natural hair, hairstyles and religious head coverings. Noncompliance could increase employer risk.
Overview of the CROWN Act
On Nov. 25, 2025, Pennsylvania became the 28th state to pass into law the Creating a Respectful and Open World for Natural Hair Act (CROWN Act), House Bill 439. The CROWN Act amends the Pennsylvania Human Relations Act to expand the definition of “race” to include natural hair texture, protective hairstyles and hair coverings traditionally associated with race and religious creed.
Hair Protected by the CROWN Act
The CROWN Act specifies certain hairstyles and hair types that are traditionally associated with race. Under the CROWN Act, Employers are prohibited from discriminating against an individual based on any type of hair texture, style, or covering included under the Act. The type of hair and styles protected under this Act include: locs, braids, twists, coils, Bantu knots, afros and extensions. The Act further prohibits discrimination based on any type of head coverings (i.e. a hijab) or hairstyles (i.e. dreadlocks) that are historically associated with religious creeds.
The Effects of the CROWN Act
The CROWN Act will affect Employers throughout Pennsylvania. Particularly, any work rules governing how hair must be worn in the workplace, whether it be a requirement that hair be professionally kept, tied back or covered, will be under increased scrutiny. In 2022, the Pennsylvania Human Relations Commission reported 916 complaints involving racial discrimination involving hair texture and styles. The CROWN Act is set to go into effect on Jan. 24, 2026.
For questions regarding how this will affect your business, please contact Lisa M. Scidurlo, Michael G. Tierce, Elisabeth K. Freer or the Stevens & Lee attorney with whom you regularly work
