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.
Attorney Helene Horn Figman combines specialized legal knowledge in employment law with the skills and perspectives uniquely suited to Human Resources Consulting www.figmanlaw.com
Information about her anti-harassment and anti-discrimination education programs can be found at www.workplaceawarenesstraining.com
This article has been prepared by the Law Offices of Helene Horn Figman, P.C. for general informational purposes only. It does not constitute legal advice and is presented without any representation of warranty whatsoever.
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.