A supervisor suggests your Bantu knots or hijab do not fit the company corporate aesthetic. While they may call it a style suggestion, this type of comment often crosses the line into unlawful discrimination. In Central Pennsylvania, you have the right to show up as your authentic self without being penalized for your cultural or religious identity.
A significant change in Pennsylvania law
As of Jan. 24, 2026, the legal landscape in Pennsylvania has shifted to offer clearer protections for employees. The state has implemented the Creating a Respectful and Open World for Natural Hair (CROWN) Act. This law amends the Pennsylvania Human Relations Act (PHRA). The PHRA is the state law that prohibits discrimination in employment, housing, and public spaces.
The CROWN Act addresses data showing how common these issues are in the Commonwealth. According to a Pennsylvania Human Relations Commission (PHRC) report, 916 complaints were filed in a single year related to racial discrimination involving hair texture and protective styles. The law now clarifies that race and religious creed include specific physical traits and attire.
5 protected hairstyles and head coverings
If you are navigating workplace dress codes, it is important to recognize which styles are now explicitly protected under the law:
- Locs, braids and twists
- Bantu knots and afros
- Hijabs and turbans
- Hairstyles historically associated with religious practice
- Hair textures natural to specific racial groups
These protections apply to all Pennsylvania employers with four or more employees. It means a business cannot refuse to hire you or deny you a promotion based on these traits.
When can an employer set restrictions?
The law does not ban all grooming standards, but it does make them much harder for an employer to justify. For a workplace rule to legally restrict these styles, the employer must prove the rule is a justified bona fide occupational qualification. This usually requires meeting a strict four-part test:
- A health or safety risk exists without the rule.
- The employer adopted the policy for nondiscriminatory reasons.
- The rule specifically targets the requirements of the position.
- The employer applies the rule equally to all individuals in similar roles.
If a policy fails any of these steps, it may violate state law. Employers must provide clear evidence for these requirements rather than relying on general preferences.
Protecting your workplace rights
If an employer passed you over for a job or treated you differently because of your hair or religious attire, they may have violated your rights. Legal protections are in place to help ensure you are judged by your work rather than your appearance.
You do not have to navigate these complex changes to state law alone. A legal professional can help you understand how these new statutes apply to your unique situation.
