The acronym CROWN, within the CROWN Act, refers to “Creating a Respectful and Open World for Natural Hair”. Such legislation prohibits discrimination based upon hairstyle that is commonly associated with a race or national origin.

While there isn’t a federal prohibition at this time, currently around 2 dozen states have enacted this law, including Connecticut, Maine, Massachusetts, New York and New Jersey. New Hampshire recently enacted the CROWN Act, which takes effect in that state on September 1, 2024.

Two areas where your employee handbook must be updated:

  • Employers should be taking a second look at their dress and grooming policies to ensure that such policies do not violate the protections of the CROWN Act.
  • This legislation should be referenced within your anti-discrimination policy.

What if certain hairstyles cause a safety problem for your particular business in terms of your legitimate business needs? As always, open communication, with a discussion as to ways to address and adapt to those concerns, must take place.

LAW OFFICES OF HELENE HORN FIGMAN P.C.
Human Resources Consulting and Employment Law Compliance
45 Bristol Drive Suite 207
South Easton, MA 02375
hfigman@figmanlaw.com
www.figmanlaw.com
(508) 238-2700

This law office does not provide tax counsel, accounting advice or employee benefit guidance.