Pennsylvania's CROWN Act amends the Pennsylvania Human Relations Act to explicitly prohibit employment discrimination based on natural hairstyles (braids, locs, twists, coils, Bantu knots, afros) and religious head coverings. The law applies to employers with four or more employees and takes effect January 24, 2026. Employers may only restrict hairstyles or head coverings when necessary for health/safety, applied equally, and specifically tailored to the position. Pennsylvania employers must audit and revise grooming and dress code policies before the effective date.

Pennsylvania Enacts CROWN Act: Hair and Head Covering Protections Take Effect January 24, 2026

Pennsylvania has amended the Pennsylvania Human Relations Act (PHRA) to explicitly prohibit employment discrimination based on natural hairstyles and religious head coverings. Governor Josh Shapiro signed the Creating a Respectful and Open World for Natural Hair (CROWN) Act on November 19, 2025, with an effective date of January 24, 2026. The law expands the definition of "race" and "religious creed" under the PHRA to protect employees from grooming and appearance-based discrimination.

Who is affected

The CROWN Act applies to employers, labor organizations, and employment agencies with four or more employees operating in Pennsylvania. The law protects all employees but specifically addresses historical discrimination against Black Americans with natural hairstyles and individuals wearing head coverings associated with religious practice.

What's changing

The PHRA now explicitly protects the following natural hairstyles: braids, locs, twists, coils, Bantu knots, and afros. Employers may no longer deny employment opportunities, advancement, or access based on these hairstyles or religious head coverings.

Employers may maintain restrictions on hairstyles or head coverings only when all four of the following conditions are met:

Condition	Requirement
Health/Safety	Without the restriction, employee or materially connected person health or safety may be impaired
Non-discriminatory intent	The restriction is adopted for nondiscriminatory reasons
Job-specific tailoring	The restriction is specifically tailored to the applicable position and activity
Equal application	The restriction is applied equally to all individuals in the applicable position and activity

Any existing policy that restricts natural hairstyles or religious head coverings must satisfy all four criteria or be eliminated.

What NEO partners and clients should do

Audit all grooming, dress code, and appearance policies immediately to identify restrictions on natural hairstyles or religious head coverings. Document which policies remain compliant under the health/safety and bona fide occupational qualification exceptions.
Revise or eliminate non-compliant policies before January 24, 2026. Ensure revised policies clearly state the four-part test and apply restrictions equally across all employees in the same role.
Train managers and HR teams on CROWN Act protections before the effective date. Emphasize that hairstyle and head covering choices are now protected characteristics under Pennsylvania employment law.
Update hiring, promotion, and termination documentation to ensure no decisions are based on protected hairstyles or religious head coverings.