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Hairstyle Discrimination Laws

two females walking next to one another
28
Feb

Biases against natural hair have been deeply ingrained in society at large and in workplaces in particular for generations. African Americans have had to endure harassment, punishment and even termination for their hairstyles, which constitutes unfair treatment and a blatant civil rights violation.   

Consequently, many states have implemented a version of the “Create a Respectful and Open Workplace for Natural Hair (CROWN) Act. This law makes it illegal to discriminate against individuals at work, school or in public places due to their hair texture or type. It also applies to specific hairstyles, such as braids, dreadlocks and twists.

The Crown Act

Specifically, this law prohibits employers and other entities from enforcing dress codes or grooming policies that disproportionally impact people of color. It lists natural hair as a protected characteristic associated with race. 

Which States Have Enacted a Hairstyle Discrimination Law?

California was the first state to sign the CROWN Act into law as of January 1, 2020, followed by New York and New Jersey. As of 2024, these states have also enacted a hair discrimination law:

  • Maine 
  • Washington
  • Illinois
  • Minnesota
  • Michigan
  • Massachusetts
  • Oregon
  • Nevada
  • Connecticut
  • Nebraska
  • Virginia
  • Maryland
  • Colorado
  • Delaware
  • Arizona
  • New Mexico
  • Arkansas
  • Tennessee
  • Louisiana
  • Alaska
  • Texas

What Are the Penalties for CROWN Act Violations?

Failure to adhere to the CROWN Act can have severe consequences for organizations. Using New Jersey as an example, these penalties can include:

  • Compensatory and punitive damages
  • Equitable relief
  • Recovery from economic losses
  • Attorney fees

How Can Employers Comply With Hairstyle Discrimination Laws?

As an explorer, you can take several steps to ensure your organization is maintaining compliance. Provide training for your employees to help them understand hair discrimination in the workplace. Also, review and update your dress, grooming and appearance policies and state-specific posters.

Keep checking our Labor Law Updates page for additional developments in compliance and labor law posting requirements.