by Emily Scace, JD, Brightmine Senior Legal Editor
Pennsylvania Gov. Josh Shapiro signed a bill into law that protects hair textures and hairstyles tied to racial and cultural identity from discrimination in the workplace.
H.B. 439, also known as the Creating a Respectful and Open World for Natural Hair (CROWN) Act, provides protections for hairstyles and traits associated with race or religion. It amends the Pennsylvania Human Relations Act (PHRA), which applies to private employers with four or more employees in Pennsylvania, to specify that:
- Racial discrimination includes discrimination based on traits historically associated with race, such as hair texture and protective hairstyles; and
- Religious discrimination includes discrimination based on head coverings and hairstyles historically associated with religious creeds.
Protective hairstyles include but are not limited to locs (i.e., dreadlocks), braids, twists, coils, Bantu knots, Afros and extensions.
Pennsylvania is the 28th state to enact a CROWN Act. Although regulations under the PHRA already provided some protections for natural hairstyles and other traits associated with race, the CROWN Act strengthens these protections.
“For too long, many Pennsylvanians have faced discrimination simply for hairstyles that reflect their identity and culture – that ends today,” said Gov. Shapiro. “We’re building a Commonwealth where everyone is welcomed, respected and protected.”
The law does not prevent employers from implementing valid workplace health and safety rules or other policies justified as a bona fide occupational qualification. However, if a rule or policy impacts a hairstyle or head covering associated with race or religion, the employer must demonstrate that:
- Without the rule or policy, health or safety may be impaired;
- The rule or policy is adopted for nondiscriminatory reasons;
- The rule or policy is specifically tailored to the applicable position and activity; and
- The rule or policy is applied equally.
The CROWN Act takes effect January 26, 2026.
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About the author
Emily Scace, JD
Senior Legal Editor, Brightmine
Emily Scace has more than a decade of experience in legal publishing. As a member of the Brightmine editorial team, she covers topics including employment discrimination and harassment, pay equity, pay transparency and recruiting and hiring.
Emily holds a Juris Doctor from the University of Connecticut School of Law and a Bachelor of Arts in English and psychology from Northwestern University. Prior to joining Brightmine, she was a senior content specialist at Simplify Compliance. In that role, she covered a variety of workplace health and safety topics, was the editor of the OSHA Compliance Advisor newsletter, and frequently delivered webinars on key issues in workplace safety.
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