Pennsylvania’s CROWN Act Is Now Law. What Employers Should Do Before 2026

Pennsylvania has officially joined the growing list of states that ban discrimination based on natural hair and protective hairstyles. On November 25, 2025, Governor Josh Shapiro signed House Bill 439 into law, making the CROWN Act part of the Pennsylvania Human Relations Act (PHRA). The law takes effect January 24, 2026.

This update is not a minor tweak. It clarifies that discrimination based on natural hair texture or protective hairstyles is considered race discrimination under the PHRA. It also confirms that religious creed includes hairstyles and head coverings historically associated with a person’s faith.

Employers across Pennsylvania should take time now to review policies, manager training, and day to day practices to ensure compliance before the law takes effect.

What House Bill 439 Actually Changes

The CROWN Act amends the PHRA by expanding two definitions.

1. Race

Under the amended PHRA, race now includes traits historically associated with race. This specifically covers natural hair texture and protective hairstyles such as locs, braids, twists, coils, Bantu knots, afros and extensions.

2. Religious creed

House Bill 439 also clarifies that religious creed includes head coverings and hairstyles tied to a person’s religious practices.

This means discrimination, harassment or unequal treatment based on these traits is unlawful in hiring, promotions, discipline, termination or workplace assignments.

The PHRA generally applies to private employers with four or more employees in Pennsylvania, as well as many public employers.

What Employers Can Still Require

The CROWN Act does not prohibit every type of grooming rule. Employers may still enforce health and safety standards that apply equally to everyone. You can still require employees to secure their hair in food service or manufacturing. You can still require hair nets, hard hats or other protective equipment where needed.

The key is consistency. Policies cannot single out specific styles that are tied to race or religion, and they cannot require employees to straighten or alter their natural hair in order to comply. If a safety requirement can be met with alternatives, such as tying hair back or wearing approved coverings, those options should be made available.

Why This Matters For The Workplace

Hair discrimination often shows up in subtle ways. It may be a comment about whether a style looks “professional.” It may be an expectation that an employee straighten their hair for a client meeting. It may be pressure to avoid certain styles because they are “not the company look.”

Those comments and expectations are now considered discriminatory under the PHRA when they involve natural hair or protective styles historically associated with race or religion.

Employers should expect that the Pennsylvania Human Relations Commission will treat these cases seriously, especially since the Commission had already been handling hair discrimination matters even before House Bill 439 was passed.

What Pennsylvania Employers Should Do Before January 24, 2026

Here is a practical checklist to help you prepare.

1. Review grooming, dress code and appearance policies

Look for vague language like “professional,” “neat,” “extreme hairstyles” or “distracting.” If you use those terms, make sure they relate to an objective business need such as safety or hygiene.

Policies that directly or indirectly ban braids, locs, afros or similar styles should be updated immediately.

2. Update EEO and anti harassment policies

Your policies should clearly state that discrimination and harassment based on natural hair texture, protective hairstyles or religious head coverings is prohibited under the PHRA.

3. Train managers and supervisors

Most hair discrimination issues start informally. Managers should understand what the CROWN Act protects, why it matters and how to address appearance concerns without creating bias. Include examples. Make sure they know how to refer concerns to HR.

4. Review hiring, promotion and discipline practices

Take a closer look at any employment decision where appearance or “fit” has been considered. Document the job related reasons for the decision. Confirm that no standards are being applied more strictly to some employees than others.

5. Communicate updates to your team

Once policies are revised, share the information with employees. This reduces confusion, reinforces your commitment to inclusion and gives employees clarity on how to raise concerns.

For Employers With Multiple Locations

If you operate in more than one state, this may not be your first CROWN Act. Many organizations choose to adopt a single, inclusive grooming policy nationwide rather than tracking different rules in different states. This approach reduces risk and helps ensure consistent treatment of employees across locations.

Enforcement And Employee Rights Under The PHRA

Employees who believe they have experienced discrimination under House Bill 439 can file a complaint with the Pennsylvania Human Relations Commission. In most cases, complaints must be filed within 180 days.

Possible remedies include back pay, reinstatement, policy changes and other corrective measures. Retaliation for filing a complaint or assisting in an investigation is prohibited under the PHRA.

Final Takeaway For Employers

House Bill 439 is straightforward but meaningful. It reinforces that natural hair texture and protective hairstyles should never limit someone’s opportunities at work. If you take time now to review your policies, update training and align your practices with the new PHRA definitions, compliance becomes simple and your workplace culture becomes stronger.

The goal is fairness, clarity and respect. With a few updates, employers can meet the new legal requirements and create a workplace where employees feel valued for who they are.

Helpful Resources For Employers

Governor Shapiro’s press release
https://www.pa.gov/governor/newsroom/2025-press-releases/governor-shapiro-signs-crown-act-into-law

Pennsylvania Human Relations Commission hair protections
https://www.pa.gov/agencies/phrc/legal-resources/policy-and-law/hair-protections

PHRC legal resources
https://www.pa.gov/agencies/phrc/legal-resources/policy-and-law

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