Preparing for the CROWN Act: A Pennsylvania Employer’s Guide to the New Hair-Based Discrimination Rules

 

Most employers are not trying to police anyone’s hairstyle, but vague grooming or “professional appearance” rules can sometimes cause problems. Pennsylvania’s upcoming CROWN Act aims to prevent that by making it clear that hair texture and protective styles are protected traits under the PHRA. That means it is a good time for employers to review their policies and make sure they line up with the new standards.

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TL;DR: Pennsylvania lawmakers have passed House Bill 439, which amends the Pennsylvania Human Relations Act (PHRA) to state that race includes traits historically associated with race, including hair texture and protective styles. The bill is now on Governor Shapiro’s desk, and he is expected to sign it. Employers should begin reviewing appearance, grooming, and safety rules.
PHRC resource: https://www.pa.gov/agencies/phrc/legal-resources/policy-and-law/hair-protections
Read the Bill: https://www.palegis.us/legislation/bills/2025/hb439

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What the Bill Actually Does

HB 439 clarifies that hair texture and protective styles are protected traits under the PHRA. While many people experience these styles as expressions of identity, culture, and race, existing legal protections have not always spelled this out clearly. The bill removes uncertainty by stating directly that hair texture and protective styles such as locs, braids, twists, coils, Bantu knots, afros, and extensions fall within the definition of “race.”

What This Means for Workplace Policies

Employers may still maintain legitimate safety rules, but the standard is narrow. A hair-related safety requirement must address an actual health or safety risk, be created for nondiscriminatory reasons, be tailored to specific job duties, and apply equally to everyone in that role. A broad or tradition-based rule will not satisfy this.

The bill also recognizes rare situations where a job requires specific traits as a bona fide occupational qualification. Employers may enforce those rules too, but only if they meet the same narrow criteria.

Workplace policies designed to prevent harassment remain permitted, as long as they are neutral and consistently enforced. And the bill extends similar protections to religious hair and head coverings, ensuring they are not restricted unless there is a valid, nondiscriminatory safety reason.

From a practical standpoint, employers should be cautious with standards describing “professional” or “appropriate” hairstyles. Policies that directly or indirectly disadvantage certain hair textures or protective styles may raise discrimination concerns.

What Employers Should Be Doing Now

This is an ideal moment for employers to revisit grooming, appearance, and safety standards. Look for vague descriptions like “neat,” “appropriate,” or “professional” that could be interpreted in a way that disproportionately affects certain hair textures or protective styles. Update anything that needs more clarity or neutrality.

Safety policies tied to hair length or style should be evaluated to confirm they are backed by actual job requirements and not assumptions or convenience.

Supervisors should also be prepared. Many hairstyle-related issues begin with casual comments or misunderstandings, and a short training can help prevent those situations.

Because the bill takes effect 60 days after it is signed, employers should prepare updates now rather than wait.

Bottom Line

Pennsylvania is on the cusp of making clear that hair texture and protective styles are protected under the PHRA. Employers that proactively update policies, refresh manager training, and ensure nondiscriminatory enforcement will be positioned well when the new law takes effect.