The CROWN Act — Creating a Respectful and Open World for Natural Hair — is a category of legislation that prohibits discrimination based on hair texture and protective hairstyles associated with race. What began as a California law in 2019 has expanded to more than twenty states and dozens of cities, representing one of the most significant expansions of workplace anti-discrimination law in recent years.
Employers who fail to understand and comply with CROWN Act requirements in the states where they operate face discrimination claims, EEOC charges, and civil litigation. Here is what the law covers, where it applies, and exactly what your business needs to do to comply.
Why the CROWN Act Was Enacted
Before the CROWN Act existing federal anti-discrimination law under Title VII prohibited discrimination based on race but courts had inconsistently applied that protection to hairstyles. Some courts held that discrimination based on hairstyles associated with a particular race — such as locs, braids, twists, and Afros — did not constitute racial discrimination under federal law because hairstyles are a mutable characteristic that a person can change.
The CROWN Act directly addresses this gap by explicitly including hair texture and protective hairstyles within the definition of race for purposes of anti-discrimination law. Under CROWN Act jurisdictions an employer who requires an employee to cut their locs, straighten their natural hair, or remove a headwrap as a condition of employment or continued employment is engaging in racial discrimination.
What the CROWN Act Protects
CROWN Act legislation generally protects:
Hair texture. The natural texture of an employee’s hair including coily, kinky, curly, and wavy textures that are commonly associated with particular racial or ethnic backgrounds.
Protective hairstyles. Styles that protect natural hair including locs, braids, twists, Bantu knots, Afros, cornrows, and hair coverings such as headwraps and scarves worn for hair protection.
The protection applies in employment contexts including hiring decisions, disciplinary actions, termination decisions, and the application of workplace appearance and grooming policies.
States With Active CROWN Act Legislation
As of 2026 the following states have enacted CROWN Act legislation or equivalent protections:
California, New York, New Jersey, Virginia, Colorado, Washington, Maryland, Connecticut, Delaware, Maine, Nebraska, New Mexico, Oregon, Illinois, Nevada, Louisiana, Tennessee, Vermont, Massachusetts, Michigan, and several others have enacted various forms of CROWN Act protection.
Additionally numerous cities and counties have enacted local CROWN Act ordinances including New York City which has had protections since 2019 under its Human Rights Law.
The federal CROWN Act has passed the House of Representatives multiple times but has not yet been enacted into federal law as of 2026. Employers should monitor federal legislative developments in this area.
How the CROWN Act Affects Workplace Grooming Policies
The most significant practical impact of the CROWN Act for most employers is on grooming and appearance policies. Policies that were common in many workplaces — requirements for hair to be neat, professional, or conforming to a particular aesthetic — may now constitute illegal discrimination if they have a disparate impact on employees whose natural hair texture or protective hairstyles do not conform to those standards.
Specific policy provisions that may violate the CROWN Act include:
Bans on locs. Policies that prohibit employees from wearing locs, dreadlocks, or similar styles are a direct violation of the CROWN Act in covered jurisdictions.
Requirements to wear hair in a particular style. Policies that require employees to wear their hair straight, pulled back, or in a specific style that natural or protective hairstyles cannot conform to may be discriminatory.
Vague professionalism standards. Policies that require hair to appear professional or neat without further definition may be applied in discriminatory ways and should be reviewed carefully.
Safety-based restrictions. Legitimate workplace safety requirements — such as requirements to contain hair when operating machinery — remain permissible but must be applied consistently and must use the least restrictive means necessary to address the safety concern.
Handling Grooming Policy Complaints
If an employee raises a concern that your grooming policy discriminates against their natural hair or protective hairstyle treat it as a serious discrimination complaint and follow your standard complaint investigation procedure.
Do not dismiss the complaint on the grounds that your policy applies to everyone equally. Facially neutral policies that have a disparate impact on employees of a particular race based on hair texture or protective hairstyles may still violate the CROWN Act even if the policy was not adopted with discriminatory intent.
Updating Your Grooming and Appearance Policies
Every employer operating in a CROWN Act jurisdiction should review their grooming and appearance policies and make the following updates:
Remove any specific prohibitions on protective hairstyles. Any policy language that explicitly prohibits locs, braids, twists, cornrows, Afros, or similar styles must be removed.
Replace vague professionalism standards with objective criteria. Instead of requiring hair to be professional or neat define your actual legitimate business requirements in objective terms — for example, hair must be contained when operating food preparation equipment, or hair accessories must not include sharp objects that could injure others.
Add explicit CROWN Act protections to your EEO policy. Your equal employment opportunity policy should explicitly state that the company does not discriminate based on hair texture or protective hairstyles.
Train managers. Managers who make or influence hiring, disciplinary, and appearance standard decisions must be trained on CROWN Act requirements and your updated policies.
CROWN Act Compliance Checklist
- Determine whether your state or city has enacted CROWN Act legislation
- Review all grooming and appearance policies for provisions that may violate the CROWN Act
- Remove any explicit prohibitions on protective hairstyles from your policies
- Replace vague professionalism standards with objective, legitimate business criteria
- Update your EEO policy to explicitly include hair texture and protective hairstyles as protected characteristics
- Train all managers and HR staff on CROWN Act requirements
- Establish a complaint procedure for employees who believe they have experienced hairstyle discrimination
- Review any past disciplinary actions related to grooming or appearance policies for potential CROWN Act issues
Key Takeaways
The CROWN Act prohibits discrimination based on hair texture and protective hairstyles associated with race in more than twenty states and numerous cities. Grooming policies that ban locs, require straight hair, or apply vague professionalism standards may constitute illegal racial discrimination in CROWN Act jurisdictions. Employers must review and update their appearance policies, train managers, and add explicit CROWN Act protections to their EEO policies. Federal CROWN Act legislation has not yet been enacted but should be monitored. Treat any employee complaint about hairstyle-related discrimination as a serious civil rights complaint requiring prompt investigation.
Recommended Resource: Protect your business from discrimination claims with the Essential Guide to Handling Workplace Harassment & Discrimination by Nolo — includes state-specific laws and downloadable forms.
Recommended Resource: Stay current on CROWN Act requirements across all applicable states with professional reference guides from National Underwriter — trusted by HR professionals for regulatory compliance guidance.
Disclaimer: The information on WorkplaceLogic.com is for general informational purposes only and does not constitute legal advice. Employment laws vary by jurisdiction and change frequently. Always consult a qualified employment attorney for advice specific to your situation.
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