Pennsylvania Workers: Wear Your CROWN Proudly, Without Fear of Recrimination

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Helena I. Poch Ciechanowski

January 29, 2026

Beginning January 25, 2026, the Commonwealth of Pennsylvania became the 29^th state to effectuate a Creating a Respectful and Open World for Natural Hair” (CROWN) Act, prohibiting discrimination based on head coverings, hairstyles, or hair textures.

The passage of Pennsylvania’s CROWN Act legislation is part of a growing nationwide movement to address prejudice in the workplace against physical traits and attire historically associated with certain cultures, ethnicities, and religions. We previously reported on similar legislation passed by Arkansas, California, Connecticut, Illinois, Michigan, Minnesota, New Hampshire, Rhode Island, Texas, and Vermont, as well as federal legislation introduced in 2024.

Pennsylvania’s CROWN Act amends the Pennsylvania Human Relations Act (Section 4 of the Act of October 27, 1955 (P.L. 744, No. 222)) by:

• expanding the definition of “race” to include “traits historically associated with the individual’s race, including hair texture and protective hairstyles” (collectively, “Traits”).
• defining “protective hairstyles” to include locs, braids, twists, coils, Bantu knots, afros, and extensions.
• clarifying that the term “religious creed” includes head coverings and hairstyles historically associated with religious creeds (collectively, “Religious Styles”).
• confirming that workplace policies designed to prevent a hostile work environment are still permissible, as long as the policy was promoted for non-discriminatory reasons and is applied equally.
• establishing the parameters for any workplace rules, policies, and occupational qualifications that infringe upon Traits and Religious Styles (collectively, “Workplace Practice”). To meet these parameters, an employer must be prepared to demonstrate that:
  • the Workplace Practice is necessary to prevent impairment of the health and safety of an employee or materially connected person.
  • the adoption of the Workplace Practice occurs for non-discriminatory reasons.
  • the Workplace Practice is narrowly tailored to the position or activity necessary to protect against the impairment of health or safety.
  • the rule or policy is applied equally (e.g., indiscriminately).

Pennsylvania employers are advised to carefully review employee handbooks, workplace attire, and human resources policies to ensure that they are up-to-date and compliant with the new law. Moreover, implementation of existing Workplace Practices should be evaluated to confirm the non-discriminatory purpose, narrow tailoring, and equal application. Finally, employers with workers in multiple jurisdictions should be aware that each CROWN Act is slightly different and should avoid taking a one-size-fits-all approach.

This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice.  Always consult an attorney with specific legal issues.