Pennsylvania CROWN Act: Employers Write This Down!

Kaitlyn Smearcheck, Esq., ksmearcheck@tuckerlaw.com, (717) 221-7963

Pennsylvania is now the 28^th state to enact legislation protecting employees from hair-based discrimination.

The “Creating a Respectful and Open World for Natural Hair (CROWN) Act,” was signed into law by Governor Shapiro on November 25, 2025, and went into effect on January 24, 2026. This statewide law follows similar ordinances adopted by Allegheny County and the City of Pittsburgh in 2020. This Act was designed to confront longstanding biases that labeled natural hairstyles as unprofessional, a perception that has often resulted in racial or religious discrimination.

Key Changes to the PHRA

The CROWN Act prohibits discrimination based on hair types, styles, and textures that are associated with race, as well as head coverings associated with certain religions. It specifically amended the definitions of “race” and “religious creed” under the Pennsylvania Human Relations Act (PHRA), expanding protections for employees.

• “Race” now includes traits historically associated with race, including hair texture and protective hairstyles. “Protective hairstyles” includes, but are not limited to, such hairstyles as locs, braids, twists, coils, Bantu knots, afros, and extensions.

• “Religious creed” now includes head coverings and hairstyles historically associated with religious creeds.

What the CROWN Act Does Not Prohibit

Although the CROWN Act broadens protections, it does not prohibit all grooming policies. Employers may adopt and enforce hairstyle or head-covering restrictions only if they can establish that they either have an otherwise valid workplace health and safety rule or policy or other rule or policy justified as a bona fide occupational qualification. To enforce a hairstyle or head-covering restriction, an employer must demonstrate the following:

1. Without the adoption of the rule or policy, the health or safety of an employee or other materially connected person may be impaired.
    
2. The rule or policy is adopted for nondiscriminatory reasons.
    
3. The rule or policy is specifically tailored to the applicable position and activity.

4. The rule or policy is applied equally to individuals whose positions fall under the applicable position or activity.

What Employers Should Do Now

The CROWN Act applies to all Pennsylvania employers with four or more employees. To ensure compliance, employers should:

• Review and update dress code and grooming policies to ensure their practices and policies comply with these amendments.

• Review and update anti-harassment policies to ensure they explicitly prohibit discrimination based on natural hair, protective hairstyles, religious head coverings, and hairstyles historically associated with religious creeds.

If you have any questions about the Pennsylvania CROWN Act or need assistance reviewing or drafting any policy related to appearance or anti-harassment, please contact Kaitlyn S. Smearcheck, Esquire, at (717) 221-7963 or ksmearcheck@tuckerlaw.com.