Pennsylvania’s recent enactment of the CROWN Act is an important update to the Commonwealth’s nondiscrimination framework. The law clarifies that “race” under state civil rights statutes includes traits historically associated with race – such as natural hair texture and protective hairstyles including braids, locs, twists, and bantu knots. As a result, workplace decisions involving these traits will now be evaluated as potential race-based discrimination.
For employers, the primary takeaway is heightened awareness. Grooming or appearance standards that restrict certain hairstyles may draw scrutiny if they disproportionately affect Black employees or others who wear protective styles. The Act does not bar employers from enforcing legitimate health, safety, or hygiene requirements, but those standards should be clearly tied to the job and applied consistently across the workforce.
While many employers may find their existing policies already align with the updated law, it is worthwhile to briefly review handbooks, job descriptions, and training materials to ensure they do not inadvertently signal bias. Likewise, managers and supervisors should understand that hairstyle-related issues can now have legal implications under race discrimination provisions.
By staying informed and attentive to the Act’s requirements, employers can support compliance and maintain fair, respectful workplace practices.
Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment. Jeff also practices in commercial litigation as well as counsels businesses on commercial contract matters
