Pennsylvania just became the latest state to enact hair-based antidiscrimination protections in the workplace and beyond, and employers must get familiar with new rules before they take effect in January. We’ll answer your top questions and offer practical steps you should consider taking now to ensure compliance and avoid potential litigation.
What is the CROWN Act?
Gov. Josh Shapiro signed a bill (HB 439) into law on November 25 known the Creating a Respectful and Open World for Natural Hair (CROWN) Act. The new law amends the Pennsylvania Human Relations Act (PHRA) – which applies to employers with at least four employees in the state (subject to limited exceptions) – to explicitly ban discrimination based on an individual’s hair type or style if it is historically tied to their race or religion.
What’s the larger context?
More than half the states across the US have enacted their own versions of the CROWN Act, and similar protections have been in place for years in pockets of Pennsylvania (such as in the cities of Philadelphia or Pittsburgh). According to a recent press release from Shapiro’s office, 916 complaints filed with the Pennsylvania Human Relations Commission in 2022 alone “related to racial discrimination involving hair texture and protective hairstyles.”
When does Pennsylvania’s CROWN Act take effect?
The new law takes effect on January 24, 2026 (60 days after its enactment).
How does this impact race discrimination under the PHRA?
The CROWN Act updates...
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