The CROWN Act (Creating a Respectful and Open World for Natural Hair) State and Local Laws Chart | Practical Law

The CROWN Act (Creating a Respectful and Open World for Natural Hair) State and Local Laws Chart | Practical Law

A Chart describing state and local laws on Creating a Respectful and Open Workplace for Natural Hair (CROWN Act). This at-a-glance Chart shows key provisions of state and local laws banning discrimination against hairstyles or hair textures associated with race, as well as exceptions to the laws. Some natural and traditional hairstyles associated with race that these laws address include locs, twists, braids, and bantu knots.

The CROWN Act (Creating a Respectful and Open World for Natural Hair) State and Local Laws Chart

Practical Law Practice Note Overview w-031-8256 (Approx. 35 pages)

The CROWN Act (Creating a Respectful and Open World for Natural Hair) State and Local Laws Chart

by Practical Law Labor & Employment
Maintained • ExpandArizona, California, Colorado...Connecticut, Delaware, Florida, Georgia, Illinois, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, Nevada, New Jersey, New Mexico, New York, North Carolina, Ohio, Oregon, Pennsylvania, Tennessee, Texas, USA (National/Federal), Virginia, Washington, West Virginia, Wisconsin
A Chart describing state and local laws on Creating a Respectful and Open Workplace for Natural Hair (CROWN Act). This at-a-glance Chart shows key provisions of state and local laws banning discrimination against hairstyles or hair textures associated with race, as well as exceptions to the laws. Some natural and traditional hairstyles associated with race that these laws address include locs, twists, braids, and bantu knots.
Creating a Respectful and Open Workplace for Natural Hair legislation (CROWN Act) is gaining attention in many states. More than one dozen states and numerous municipalities have enacted laws prohibiting discrimination based on traits historically associated with race, including hair textures and styles. Federal legislation passed in the US House of Representatives on March 18, 2022, prohibiting discrimination based on hairstyle or hair texture commonly associated with a particular race or national origin and went to the US Senate for a vote. With certain exceptions, the laws prohibit workplace dress code and hygiene policies that may show racial bias in requiring employees to appear professional by prohibiting afros, braids, twists, cornrows, locs, and other hairstyles or natural hair types historically associated with race.
Although prior court decisions already protect afro hairstyles under Title VII of the Civil Rights Act (Jenkins v. Blue Cross Mut. Hosp. Ins., 538 F.2d 164, 168 (7th Cir. 1976)), more recently, the US Court of Appeals for the 11th Circuit did not extend these protections to other hairstyles (EEOC v. Catastrophe Mgmt. Solutions, 852 F.3d 1018, 1028-34 (11th Cir. 2016)).

Jurisdictions with CROWN Act Statutes

This Chart lists states and local municipalities that have enacted CROWN Act legislation addressing private and public employers. Employers in these states and local municipalities may need to update employment policies and employee handbooks regarding dress code and grooming requirements. The Chart does not include state or local municipal laws that only address academic institutions aimed at protecting students' rights to freedom of hairstyle.
The Chart summarizes key provisions of the laws, including:
  • Prohibited discrimination. Employer conduct that is prohibited by the law.
  • Limitations and exceptions to the law. Circumstances in which employers may satisfy the burden of showing nondiscriminatory reasons for imposing the grooming or dress-code policy.
For more information about state-specific anti-discrimination laws, see Anti-Discrimination Laws: State Q&A Tool and Federal Anti-Discrimination Laws for State and Local Government Employers Toolkit.
For more information on dress code and grooming policies, see Standard Document, Dress Code and Grooming Policy, State Employee Handbook Toolkit, and California Employee Handbook Toolkit.
For a sample equal employment opportunity policy, see Standard Document, Equal Employment Opportunity Policy.
Jurisdiction
Prohibited Discrimination
Limitations and Exceptions
Arizona (Local Only)
  
City of Tempe
Effective December 9, 2021.
Ordinance No. 02021.55.
The Tempe Ordinance defines race as any one of the groups that humans are often divided into based on physical traits as common among people of shared ancestry including hair texture and protective hairstyles historically associated with an individual's race. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
  • Tight Coils or rolls.
  • Bantu knots.
  • Afros.
  • Headwraps.
(Code of Ordinances, Chapter 2, Article VIII., Sec. 2-600.-Definitions).
This provision does not apply to:
  • Religious organizations.
  • Expressive organizations (organizations that exist for a social purpose).
  • Bona fide membership clubs (exempt from taxation under the Internal Revenue Code of 1986, as amended), other than labor organizations.
  • Social clubs (organizations composed of people who meet voluntarily on a regular basis for a mutual purpose (social, literary, or political).
(Code of Ordinances, Chapter 2, Article VIII., Sec. 2-604.-Exclusions).
City of Tucson 
Effective April 20, 2021.
Ordinance No. 11829.
The Tucson Ordinance defines race to include ancestry, color, ethnic group identification, and ethnic background, including hair texture, hair type, or protective hairstyles commonly or historically associated with race. Protective hairstyles include:
  • Afros.
  • Braids.
  • Locks.
  • Twists.
(Part II, Chapter 17, Article III. Civil Rights of Tucson Code, Sec. 17-11. Definitions).
This provision does not apply to:
  • Any business or enterprise on or near an Indian reservation respecting any publicly announced employment practice giving preferential treatment to a Native American individual living on or near a reservation.
  • Any establishment operated by a bona fide private club not conducted for the purpose of evading this article (clubs restricting services to members; social, fraternal, public educational, civic, or religious organizations). 
  • Religious organizations.
  • Employment opportunities with a religious organization where the position duties pertain solely to the activities of the organization that generate unrelated business taxable income under section 5119(a) of the Internal Revenue Code of 1986.
(Part II, Chapter 17, Article III. Civil Rights of Tucson Code Sec. 17-13. Exclusion).
Arkansas
(Statewide)
Effective August 1, 2023.
(Ark. Code Ann. § 16-123-107(a)).
The Arkansas Civil Rights Act (ACRA) defines race to include natural, protective, or cultural hairstyles. Natural, protective, or cultural hairstyles include:
  • Afros.
  • Dreadlocks.
  • Twists.
  • Locs.
  • Braids.
  • Cornrow braids.
  • Bantu knots. 
  • Curls. 
  • Hair styled to protect hair texture or for cultural significance.
(AR ST § 16-123-102 (12)).
The ACRA covers employers who employ nine or more employees in Arkansas for 20 or more calendar weeks in the current or preceding calendar year. (AR ST § 16-123-102 (10)).
The ACRA does not apply to employment by a religious corporation, association, society, or entity. (AR ST § 16-123-103(a)).
California (Statewide)
Effective July 3, 2019.
Cal. Gov. Code § 12926.
The California Fair Employment and Housing Act (FEHA) extends the definition of race to traits that are historically associated with race including hair texture and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists.
 (Cal. Gov. Code § 12926(w), (x).)
The California FEHA allows bona fide occupational qualification defenses (Cal. Gov. Code § 12940).
Colorado (Statewide)
Effective Sept. 14, 2020. 
Colo. Rev. Stat. Ann. §§ 24-34-301(5.3), (5.8). 
The Colorado Civil Rights Act defines race to include hair texture, hair type, or protective hairstyles commonly associated with race. Protective hairstyles include: 
  • Braids.
  • Locs. 
  • Twists. 
  • Tight coils or curls. 
  • Cornrows. 
  • Bantu knots. 
  • Afros. 
  • Headwraps. 
(Colo. Rev. Stat. Ann. § 24-34-301(5.3), (5.8).)
This Colorado Civil Rights Act provides exceptions for: 
  • Religious organizations or associations, other than those fully or partially supported by taxation or publicly borrowed funding.
  • Employees in the domestic service of a person. 
(Colo. Rev. Stat. Ann. § 24-34-301(2), (3).)
Connecticut (Statewide)
Effective March 4, 2021. 
Conn. Gen. Stat. Ann. §§ 46a-51(23), (24) and 46a-60 (banning discriminatory employment practices).
The Connecticut Human Rights and Opportunities Act expands the definition of race to include physical ethnic traits associated with race, including, but not limited to, hair texture and protective hairstyles. Protective hairstyles include:
  • Headwraps.
  • Wigs. 
  • Cornrows. 
  • Locs.
  • Bantu knots. 
  • Twists. 
  • Afros. 
  • Afro puffs. 
  • Individual braids. 
(Conn. Gen. Stat. Ann. § 46a-51(23), (24).)
The Connecticut Human Rights Act provides exceptions for: 
  • Employers with fewer than three employees. 
  • Individuals employed by their parents, spouse, or child. 
(Conn. Gen. Stat. Ann. § 46a-51(9), (10).)
Delaware (Statewide)
Effective April 13, 2021. 
19 Del. C. §§ 710(18), (20) and 711 (defining unlawful employment practices).
The Delaware Discrimination in Employment Act defines race to include traits historically associated with race, including hair texture and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locs. 
  • Twists. 
(19 Del. C. § 710(18), (20).)
The Delaware Discrimination in Employment Act prohibits discrimination based on a factor that disproportionately affects one race unless the employer can show that the factor is a business necessity (Delaware Department of Labor's Office of Anti-Discrimination: Race/Color Discrimination). 
Florida (Local Only)
  
Broward County
Effective December 2, 2020.
Ordinance No. 2020-45. 
The Broward County Code of Ordinances defines race to include traits historically associated with race, including, but not limited to hair texture, hair type, or protective hairstyles. Protective hairstyles include: 
  • Braids. 
  • Locs.
  • Twists.
(Code of Ordinances, Chapter 16 ½, Article 1, Sec. 16 ½-3.-Definitions). 
This provision applies to employers with five or more employees.
This provision does not apply to:
  • Employers employing an employment agency or labor organization classifying or referring employees, or a training committee controlling apprenticeship or other training when the qualifications are bona fide occupational qualifications necessary to the normal operations of the particular business or enterprise.
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Educational institutions employing individuals of a particular religion if the institution is owned, operated, supervised, or controlled by a religious institution, or organization limiting employment to members in the same religion.
  • Employers applying different standards of conditions of employment based on a bona fide seniority or merit system, a system measuring earnings by quantity or quality of production, or to employees working in different locations if the differences do not result in intentional discrimination.
  • Employers giving or acting on the results of any professionally developed ability test if the test is not designed to discriminate.
Georgia (Local Only)
  
Clayton County
Effective February 2, 2021.
Ordinance No. 2021-32. 
The Clayton County Crown Act prohibits discrimination based on hairstyle, to include hair texture and styles of hair of any length, including protective or cultural hairstyles and other forms of groomed hair presentation. Protective and cultural hairstyles commonly associated with race (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps), include:
  • Braids.
  • Cornrows.
  • Dreadlocks.
  • Bantu knots.
  • Afros.
  • Twists.
(Code of Ordinances, Chapter 62, Article IV, Clayton County Crown Act).
This provision does not apply based on applicable national security or safety regulations issued by the State of Georgia or the federal government.
(Code of Ordinances, Chapter 62, Article IV, Clayton County Crown Act).
City of East Point
Effective April 19, 2021.
Ordinance No. 164-021.
The East Point Crown Act prohibits discrimination based on hairstyle, to include hair texture and styles of hair of any length, including protective or cultural hairstyles and other forms of groomed hair presentation. Protective and cultural hairstyles commonly associated with race (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps), include:
  • Braids.
  • Cornrows.
  • Dreadlocks.
  • Bantu knots.
  • Afros.
  • Twists.
(Code of Ordinances, Chapter 6, Crown Act, Sec. 13-6001).
This provision does not apply based on applicable national security or safety regulations issued by the State of Georgia or the federal government.
(Code of Ordinances, Chapter 6, Crown Act, Sec. 13-6001).
City of South Fulton
Adopted November 10, 2020.
Ordinance No. 2020-035.
The South Fulton Crown Act prohibits discrimination based on hairstyle, to include hair texture and styles of hair of any length, including protective or cultural hairstyles and other forms of groomed hair presentation. Protective and cultural hairstyles commonly associated with race (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps), include:
  • Braids.
  • Cornrows.
  • Dreadlocks.
  • Bantu knots.
  • Afros.
  • Twists.
(Code of Ordinances, Title 15, Chapter 9, .-Crown Act).
This provision does not apply based on applicable national security or safety regulations issued by the State of Georgia or the federal government.
(Code of Ordinances, Title 15, Chapter 9.-Crown Act).
City of Stockbridge
Effective December 23, 2020.
Ordinance No. 20-485. 
The Stockbridge Crown Act prohibits discrimination based on hairstyle, to include hair texture and styles of hair of any length, including protective or cultural hairstyles and other forms of groomed hair presentation. Protective and cultural hairstyles commonly associated with race (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps), include:
  • Braids.
  • Cornrows.
  • Dreadlocks.
  • Bantu Knots.
  • Afros.
  • Twists.
(Code of Ordinances, Title 11, Chapter11.28-Crown Act).
This provision does not apply based on applicable national security or safety regulations issued by the State of Georgia or the federal government.
(Code of Ordinances, Title 11, Chapter 11.28-Crown Act).
Illinois (Statewide)
Effective Jan. 1, 2023.
775 ILCS 5/1-103.
The Illinois Human Rights Act expands the definition of race to include traits historically associated with race including, but not limited to protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks.
  • Twists.
(775 ILCS 5/5-102).
The Illinois Human Rights Act allows exceptions for employer actions based on: 
  • Bona fide occupational qualification(s). 
  • Merit and retirement systems.
(775 ILCS 5/2-104.)
Kentucky (Local Only)
  
City of Covington 
Effective October 27, 2020.
Ordinance No. 0-23-20.
The Covington Code of Ordinances expands the definition of national origin to include natural texture and color of hair, hair styles and protective hair styles related to a person's place of birth or ancestry (does not include US regionalism), including:
  • Braids.
  • Locks.
  • Twists.
  • Coverings.
(Code of Ordinances, Title 3, Chapter 32, § 32.041 Definitions).
This provision applies to: 
  • Any person with eight or more employees in each of four or more calendar weeks in the current or preceding calendar year.
  • Any agent of such person with eight or more employees in each of four or more calendar weeks in the current or preceding calendar year.
This provision does not apply to:
  • Employers or labor organizations where religion or national origin is a bona fide occupational qualification necessary to the normal operation of the particular business or enterprise.
  • Religious organizations employing individuals based on their religion performing religious activity.
  • Educational institutions employing individuals of a particular religion if the institution is owned, supported, or controlled in whole, or in substantial part, by a particular religion, or if the institution curriculum is directed toward propagation of a particular religion and the choice of employees is calculated by the institution to promote the religious principles for which it was established or maintained.
  • Employers applying different standards of conditions of employment based on a bona fide seniority or merit system, or a system measuring earnings by quantity or quality of production, or to employees working in different locations if the differences do not result in intentional discrimination.
  • Employers giving or acting on the results of any professionally developed ability test if the test is not designed to discriminate.
(Code of Ordinances, Title 3, Chapter 32, § 32.048 Employment Exceptions).
Louisville
City of Louisville 
Effective July 15, 2021.
Ordinance No. 0840.
The Louisville Code of Ordinances expands the definition of national origin to include natural texture and color of hair, hair styles and protective hair styles related to a person's place of birth or ancestry (does not include US regionalism), including:
  • Braids.
  • Locks.
  • Twists.
  • Coverings.
The ordinance also expands the definition of discrimination to include the unwanted touching of a person, or persons, including the touching of hair.
(Code of Ordinances, Title IX, Chapter 92, § 92.02 Definitions).
This provision does not apply to:
  • Employers or labor organizations where religion or national origin is a bona fide occupational qualification necessary to the normal operation of the particular business or enterprise.
  • Religious organizations employing individuals based on their religion performing religious activity.
  • Educational institutions employing individuals of a particular religion if the institution is owned, supported, or controlled in whole, or in substantial part, by a particular religion, or if the institution curriculum is directed toward propagation of a particular religion and the choice of employees is calculated by the institution to promote the religious principles for which it was established or maintained.
  • Employers applying different standards of conditions of employment based on a bona fide seniority or merit system, a system measuring earnings by quantity or quality of production, or to employees working in different locations if the differences do not result in intentional discrimination.
  • Employers giving or acting on the results of any professionally developed ability test if the test is not designed to discriminate.
(Code of Ordinances, Title IX, Chapter 92.07 Employment Exceptions).
Louisiana (Statewide)
Effective Aug. 1, 2022.
La. R.S. § 23:332 (1).
The Louisiana Employment Discrimination Law includes prohibiting discrimination on account of natural, protective, or cultural hairstyle. Natural, protective, or cultural hairstyles include:
  • Afros.
  • Dreadlocks.
  • Twists.
  • Locs.
  • Braids.
  • Cornrow braids.
  • Bantu knots.
  • Curls.
  • Hair styled to protect hair texture or for cultural significance.
(La. R.S. § 23:332 (1).)
The Louisiana Employment Discrimination Law provides an exception for employment practices in accordance with an affirmative action plan. 
(La. R.S. § 23:332 (G).)
Maine (Statewide)
Effective Aug. 7, 2022.
5 M.R.S.A. § 4553.
The Maine Human Rights Act expands the definition of race to include traits associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids.
  • Twists.
  • Locks.
(5 M.R.S.A. § 4553).
The Maine Human Rights Act provides exceptions for:
  • Individuals employed by their parents, spouse, or child.
  • Individuals employed by not for profit religious or fraternal organizations or associations, when they are the same religion, sect, or fraternity.
(5 M.R.S.A. § 4553 (3–4).)
Maryland (Statewide)
Effective Oct. 1, 2020. 
Md. Code Ann., State Gov't § 20-101(f), (g). 
The Maryland Fair Employment Practices Act (FEPA) expands the definition of race to include traits associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists. 
(Md. Code Ann., State Gov't § 20-101(f), (g).)
The Maryland FEPA has an exception that allows employers to require:
  • Reasonable workplace appearance.
  • Grooming.
  • Dress standards that are directly related to the nature of employment.
(Md. Code Ann., State Gov't § 20-605(a)(2)).
Massachusetts (Statewide)
Effective Oct. 24, 2022.
M. G. L. A. 4 § 7.
The Crown Act amends the Massachusetts anti-discrimination statute, Chapter 151B by defining race, as a characteristic protected under law to include traits historically associated with race, including hair texture, hair type, length, and protective hairstyles. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
  • Bantu knots.
  • Other formations.
(M. G. L. A. c.151B 4 § 7).
.
Thie Massachusetts anti-discrimination statute, Chapter 151B provides exceptions for:
  • Employers with fewer than six employees. 
  • Individuals employed by their parents, spouse, or child.
  • Not for private profit social clubs, fraternal associations, or corporations. 
  • Employer actions based upon a bona fide occupational qualification. 
(M. G. L. A. c.151B §§1 and 4).
Michigan (Statewide and Local)
  
Statewide
Effective June 15, 2023.
MCL 37.2103.
The Michigan Crown Act adds the definition of race by defining race to include traits historically associated with race, including, but not limited to hair texture and protective hairstyles. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
(MCL 37.2103 (Definitions).)
The Michigan Compiled Laws provide an exception for individuals employed by their parents, spouse, or child.
(MCL 37.2202(d)(3))
Local
  
City of Ann Arbor
Effective July 9, 2021.
Ordinance No. 21-18.
The City of Ann Arbor Code of Ordinances expands the definition of race to include traits associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists. 
  • Headwraps.
(Code of Ordinances, Title IX, Chapter 112, 9.151.-Definitions).
This provision does not apply to:
  • Religious organizations restricting employment opportunities for officers, religious instructors, and clergy to individuals of that denomination.
  • Organizations providing employment privileges or assistance to individuals who are of low income, over 55 years of age or disabled, in circumstances where the limitations are appropriately designated.
  • Organizations engaging in a bona fide effort to establish an affirmative action program to improve opportunities in employment for groups, including, minorities and women, where allowed or required by law.
  • Governmental institutions restricting employment opportunities based on duly adopted institutional policies that conform to federal and state laws and regulations.
  • Employers restricting employment based on a bona fide occupational qualification.
(Code of Ordinances, Title IX, Chapter 1212.9.157.-Exceptions).
Ingham County
Effective March 16, 2021.
Resolution No. 21-137. 
The Ingham County Board of Commissioners expand the definition of race to include traits historically associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists. 
(Resolution No. 21-137).
This provision does not apply to employers where age, sex, or lack of disability is a bona fide occupational qualification necessary to meet the labor force demands of the County. 
(Resolution No. 21-137). 
Genesee County
Effective March 16, 2021.
Resolution No. 2021-274.
The Genesee County Board of Commissioners expand the definition of race to include traits historically associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists. 
(Resolution No. 2021-274).
 
Minnesota (Statewide)
Effective February 1, 2023.
MN Stat §363A.03 (2022).
The Minnesota Human Rights Act amends the definition of race to include traits associated with race, including hair textures and hair styles. Hair textures and hair styles include:
  • Braids.
  • Locs.
  • Twists.
(MN Stat § 263A.03 (2022)).
This Minnesota Human Rights Act provides exceptions for:
  • Individuals employed by their parents, spouse, or child.
  • Employees in the domestic service of a person. 
  • Religious or fraternal corporations, associations, or societies when religion or sexual orientation is a bona fide occupational qualification. 
(MN Stat § 263A.20 (2022)).
Missouri (Local Only)
  
Kansas City
Effective November 1, 2020.
Ordinance No. 200837.
The Kansas City Code of Ordinances expands the definition of race to include traits historically associated with race, including hair texture, afro hairstyles, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists.
(Ordinance No. 200837).
This provision applies to employers with six or more employees.
This provision does not apply to:
  • Individuals employed by their parents, spouse, or child.
  • An employee in the domestic service of a person. 
(Ordinance No. 200837). 
St. Louis
Effective May 7, 2021.
Ordinance No. 71343.
The City of St. Louis Code of Ordinances prohibit discrimination based on hairstyle, including hair textures and styles of any hair length such as protective and cultural hair textures and styles, and other forms of hair presentation. Protective hair is defined as natural and cultural hair textures and hairstyles, including hairstyles and hair textures commonly associated with race (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps). Protective hairstyles include:
  • Braids. 
  • Cornrows.
  • Locs. 
  • Bantu knots.
  • Afros.
  • Twists. 
(Code of Ordinances, Title 15, Division II, Chapter 15.21. 15.21.010 Definitions).
This provision applies to employers with six or more employees.
This provision does not apply to:
  • Individuals employed by their parents, spouse, or child.
  • Demonstrable workplace safety standards directly related to duties and responsibilities of the position.
 (Code of Ordinances, Title 15, Division II, Chapter 15.21. 15.21.010 Definitions, 15.21.020 Prohibitions).
Nebraska (Statewide)
Effective July 26, 2021. 
Neb. Rev. St. § 48-1102(19), (20).
The Nebraska Fair Employment Practices Act (FEPA) expands the definition of race to include traits associated with race, including hair texture, and protective hairstyles. Protective hairstyles include:
  • Braids. 
  • Locks. 
  • Twists. 
  • Headwraps.
(Neb. Rev. St. 48-1102(19), (20).) (New text in 2021 Nebraska Laws L.B. 451.)
The Nebraska FEPA provides for an exception for bona fide health and safety reasons if reasonable accommodations are provided (Neb. Rev. St. 48-1108(3)).
In addition, law enforcement organizations can impose their own dress and grooming standards (Neb. Rev. St. 48-1108(4)). (New text in 2021 Nebraska Laws L.B. 451.) 
Nevada (Statewide)
Effective June 2, 2021.
NRS 613.310(7), (8) and 610.010(7), (8).
The Nevada Fair Employment Practices Act (FEPA) defines race to include traits associated with race, including hair texture and protective hairstyles. Protective hairstyles include:
  • Braids.
  • Locks.
  • Bantu knots. 
  • Afros. 
  • Twists. 
(NRS 613.310(7), (8) and 610.010(7), (8).)
The Nevada FEPA covers employers who employ 15 or more employees for 20 or more calendar weeks in the current or preceding calendar year.
(NRS 613.310(2))
Thie Neveda FEPA provides exceptions for:
  • Bona fide occupational qualification(s). 
  • Reasonable workplace appearance, grooming and dress standards that are not precluded by law. 
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Educational institutions employing individuals of a particular religion if the institution is owned, supported, or controlled in whole, or in substantial part, by a particular religion, or if the institution curriculum is directed toward propagation of a particular religion. 
(NRS 613.320(1)(b) and 613.350(1), (4), (6).)
New Jersey (Statewide)
Effective Dec. 19, 2019.
N.J.S.A. 10:5-5(vv), (ww). 
New Jersey's Anti-discrimination law defines race as inclusive of traits historically associated with race, including hair types, hair texture, and protective hairstyles. Protective hairstyles include:
  • Locks. 
  • Twists.
  • Braids. 
(N.J.S.A. 10:5-5(vv), (ww).)
The New Jersey Anti-discrimination law provides exceptions for:
  • Employees in the domestic service of a person. 
  • Religious organizations employing individuals based on their religion, performing religious activity.
(N.J.S.A. 10:5-5(f) and 10:5-12(11)(a).)
New Mexico (Statewide)
Effective July 1, 2021. 
NMSA 1978, §28-1-2(U), (V). 
The New Mexico Human Rights Act defines race to include hair texture, length of hair, protective hairstyles, or cultural or religious headdresses as traits historically associated with race. Protective hairstyles include: 
  • Braids. 
  • Locs. 
  • Twists. 
  • Tight coils or curls. 
  • Cornrows.
  • Bantu knots. 
  • Afros.
  • Weaves. 
  • Wigs. 
  • Head wraps. 
(NMSA 1978, §28-1-2(U), (V).) 
Any exceptions to the New Mexico Human Rights Act must be based on a bona fide occupational qualification (NMSA 1978, §28-1-7(A), (D), €).
New York (Statewide)
Effective July 12, 2019.
N.Y. Exec. Law § 292(37), (38).
New York's Human Rights Law expands the definition of race to include traits historically associated with race such as hair texture and protective hairstyles. Protective hairstyles include:
  • Locks. 
  • Twists.
  • Braids. 
(N.Y. Exec. Law §292(37), (38).)
There is a general exception under the New York Human Rights Law for bona fide occupational qualification(s) (N.Y. Exec. Law § 296(1)(d)).
North Carolina (Local Only)
  
City of Charlotte
Effective October 1, 2021.
Ordinance No. 115.
The City of Charlotte expands discrimination protections to include natural hairstyle historically associated with race or national origin, including:
  • Hair texture.
  • Hair color.
  • Hair type.
(Code of Ordinances, Chapter 12, Article III, Sec.12-57.-Definitions).
This provision does not apply to:
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Reasonable dress or grooming standards that are based on business necessity. 
  • Employers applying different standards of conditions of employment based on a bona fide seniority or affirmative action plan.
(Code of Ordinances, Chapter 12, Article III, Sec.12-84.-Exemptions).
City of Durham Effective July 1, 2021.
Ordinance No. 15762.
The City of Durham expands discrimination protections to include protected hairstyle (hairstyle, hair type, or hair texture) historically associated with race, including:
  • Braids.
  • Locks.
  • Twists.
  • Tight coils.
  • Curls.
  • Cornrows.
  • Bantu knots.
  • Afros.
(Code of Ordinances, Chapter 34, Article I, Sec. 34-3.-Definitions).
 
City of Greensboro
Effective July 1, 2021.
Ordinance No. 21-013.
The City of Greensboro expands the definition of race and national origin to explicitly include hair texture and hairstyles that are commonly associated with race and national origin.
(Code of Ordinances, Chapter 12, Article IV, Division 4, Sec. 12-111.-Definitions).
 
Orange County
Approved March 2, 2021.
Resolution 03-02—2021(1).
The Orange County Board of Commissioners expand the definitions of national origin, religion, and race to include discrimination based on hair texture or hairstyle commonly associated with a particular race, national origin, or religion, including:
  • Tightly coiled hair.
  • Locs.
  • Cornrows.
  • Twists.
  • Braids.
  • Bantu knots.
  • Afros.
(Code of Ordinances, Chapter 12, Article II, Sec. 12-54.-Prohibited Acts).
 
Wake County
Effective February 1, 2022.
Ordinance No. 16-3697.
The Wake County Board of Commissioners expands discrimination protections to include protective hairstyles (hairstyle, hair type or hair texture) historically associated with race, including:
  • Braids.
  • Locks.
  • Twists.
  • Tight coils.
  • Curls.
  • Cornrows.
  • Bantu knots.
  • Afros.
(Code of Ordinances, Title III, Chapter 34, § 34.01 Definitions).
 
City of Raleigh
Effective July 6, 2021.
Ordinance No. 2021-262. 
The City of Raleigh expands the definition of race and national origin to include discrimination based on an individual's hair texture or hair style, if that hair texture or hairstyle is commonly associated with a particular race or national origin, including:
  • Braids.
  • Locks.
  • Twists.
  • Tight coils.
  • Curls.
  • Cornrows.
  • Bantu knots.
  • Afros.
(Sec. 4-1004).-Policy of Nondiscrimination).
 
Ohio (Local Only)
  
City of Akron
Effective May 11, 2021.
Ordinance No. 112-2021.
The City of Akron expands the definition of race to mean ancestry, color, ethnic group identification, and ethnic background, including traits historically associated with a particular race or national origin, including hair texture, and hairstyles. Hair texture and hairstyles include:
  • Afros.
  • Braids. 
  • Cornrows.
  • Locks. 
  • Twists. 
(Code of Ordinances, Title 3, Chapter 38, 38.01-Definitions).
 
City of Cincinnati
Effective January 1, 2020.
Ordinance No. 351.2019.
The City of Cincinnati expands discrimination protections to include natural hair types and natural hairstyles (hairstyle, hair type or hair texture, treated or untreated) historically associated with race, and protective hairstyles (commonly associated with African American racial, ethnic, and cultural identities), including:
  • Natural hair.
  • Afros.
  • Braids.
  • Twists.
  • Cornrows.
  • Locks.
(Code of Ordinances, Title IX, Chapter 914, Sec.914-1-T.-Natural Hair Types and Natural Hairstyles Commonly Associated with Race).
This provision does not apply to:
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Public and private organizations administering affirmative action programs for the purpose of providing preferential treatments for members of protected classes. 
  • Employers restricting employment based on business necessity.
(Code of Ordinances, Title IX, Chapter 914-15.-Exclusions).
City of Columbus
Effective December 17, 2020.
Ordinance No. 2880-2020.
The City of Columbus expands the definition of race to include traits historically associated with race, including hair textures and protective and cultural hairstyles. Protective and cultural hairstyles are those commonly associated with race, (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps). Protective and cultural hairstyles include:
  • Braids.
  • Locs.
  • Cornrows.
  • Bantu knots.
  • Twists.
  • Afros.
  • Twists.
(Code of Ordinances, Title 23, Chapter 2331, 2331.01-Definitions).
 
Oregon (Statewide)
Effective Jan 1, 2022.
Or. Rev. Stat. § 659A.001(10), (11).
The Oregon Equality Act expands the definition of race to prohibit discrimination based on physical characteristics historically associated with race, including natural hair, hair texture, hair type, and protective hairstyles. Protective hairstyles include any hairstyle, hair color, or the way a person wears their hair, including: 
  • Locs. 
  • Twists.
  • Braids (with extensions or added adornments). 
(Or. Rev. Stat. Ann. § 659A.001(10), (11).) (New text in 2021 Oregon Laws Ch. 239 (H.B. 2935).)
The Oregon Equality Act allows exceptions for a bona fide occupational qualification reasonably necessary to the normal operation of the employer's business (Or. Rev. Stat. Ann. § 659A.030(1)(a)).
In addition, the employer may have a dress code policy if that policy does not disproportionately or adversely impact members of a protected class (Or. Rev. Stat. Ann. § 659A.030(5)).
Pennsylvania (Statewide and Local)
Effective Aug. 16, 2023.
16 Pa. Code 41.207.
The Pennsylvania Human Relations Act (PHRA) expands the definition of race to include traits historically associated with race, including hair texture and protective hairstyles. Protective hairstyles include:
  • Braids.
  • Locs.
  • Twists.
(Pa. Code §§ 41.204 and 41.207).
The PHRA allows exceptions for a bona fide occupational qualification reasonably necessary to the normal operation of the employer's business (Pa. Code § 41.71).
Local
  
City of Philadelphia
Effective November 10, 2020.
Bill No. 200252.
The City of Philadelphia expands discrimination protections to include hair textures and styles of hair of any length, including protective or cultural hairstyles, natural hair styles, and other forms of hair presentation. Protective and cultural hair styles, (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps), include:
  • Braids.
  • Cornrows.
  • Locs.
  • Bantu knots.
  • Afros.
  • Twists.
(Code of Ordinances, Title 9, Chapter 9-1100, § 9-1102. Definitions).
This provision does not apply to:
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Employers expressing a preference based on a bona fide occupational qualification necessary to the normal operations of the particular business, enterprise, or organization. 
  • Employers, employment agencies, or labor organizations making inquiries into the ability of an employee or applicant to perform essential job functions.
  • Employers expressing a preference in hiring or firing an individual in a personal or confidential capacity provided such worker is not classified as a domestic worker.
(Code of Ordinances, Title 9, Chapter 9-1100, § 9-1104). Exemptions from Unlawful Employment Practices).
City of Pittsburgh
Effective October 23, 2020.
Ordinance No. 35-2020.
The City of Pittsburgh expands discrimination protections to include protective and cultural hair textures and hair styles commonly associated with race, (regardless of whether hair extensions or treatments are used to create or maintain any style or whether hair is adorned by hair ornaments, beads or headwraps). Protective and cultural hairstyles include:
  • Braids.
  • Cornrows.
  • Locs.
  • Bantu knots.
  • Afros.
  • Twists.
(Code of Ordinances, Title Six, Article V, Chapter 651 § 651.04-Definitions).
 
Tennessee (Statewide)
Effective July 1, 2022.
TN ST § 50-1-313.
The Tennessee Crown Act prohibits an employer from adopting a policy that prohibits an employee from wearing their hair in braids, locs, twists, or another manner that is part of the cultural identification of the employee's ethnic group or that is a physical characteristic of the employee's ethnic group (TN ST § 50-1-313(b)).
The Tennessee Crown Act allows exceptions for:
  • Public safety employers adopting a policy to ensure that employees can perform essential functions of the job requirements.
  • Employers adopting a policy to achieve common industry safety standards, maintain reasonable safety measures, or comply with federal, or state laws, rules, or regulations relative to health and safety.
(TN ST § 50-1-313(c).)
Texas (Statewide and Local)
  
Statewide
Effective September 21, 2023.
Tex. Labor Code § 21.1095.
The Texas Crown Act:
  • Prohibits discrimination because of or based on an employee's hair texture or protective hairstyle commonly or historically associated with race.
  • Further prohibits employers, labor unions, and employment agencies from engaging in any employment practice that adopts or enforces a dress or grooming policy that discriminates against a hair texture or protective hairstyle commonly or historically associated with race.
(Tex. Labor Code § 21.1095(b) and (c)).
The Texas Crown Act defines protective hairstyle to include:
  • Braids.
  • Locks.
  • Twists.
(Tex. Labor Code § 21.1095(a).)
The Texas Crown Act allows exceptions for:
  • Individuals employed by their parents, spouse, or child.
  • Employers or labor organizations where disability, religion, sex, national origin, or age is a bona fide occupational qualification necessary to the normal operation of the particular business or enterprise.
  • Religious organizations or educational institutions employing individuals based on their religion, performing religious activities. 
  • Employers restricting employment based on business necessity.
(Tex. Labor Code § 21.109, 21.115, 21.117, 21.119).
Local
  
City of Austin
Effective June 20, 2022.
Ordinance No. 20220609-043.
The City of Austin expands discrimination protections to include protective hairstyles (hairstyles necessitated by, or resulting from, the characteristics of a hair texture or hairstyle commonly associated with race, national origin, ethnicity, or culture), including: 
  • Afros.
  • Bantu knots.
  • Braids.
  • Cornrows.
  • Curls.
  • Locs. 
  • Twists.
  • Hair that is tightly coiled or tightly curled.
(Code of Ordinances, Chapter5-3, § 5-3-2-Definitions).
This provision applies to employers who employ 15 or more employees for 20 or more calendar weeks in the current or preceding calendar year.
This provision does not apply to bona fide occupational qualifications.
(Code of Ordinances, Chapter5-3, § 5-3-2-Definitions and 5-3-4-Unlawful Employment Practices)
Virginia (Statewide)
Effective July 1, 2020.
Va. Code Ann. § 2.2-3901(D).
The Virginia Human Rights Act expands the definition of race to include traits historically associated with race, including hair texture, hair type, and protective hairstyles. Protective hairstyles include: 
  • Braids. 
  • Locks. 
  • Twists. 
(Va. Code Ann. § 2.2-3901(D).) 
The Virginia Human Rights Act applies to employers with five or more employees.
The Virginia Human Rights Act allows exceptions for: 
  • Employers where religion, sex, or age is a bona fide occupational qualification reasonably necessary to the normal operation of that employer. 
  • Employers giving or acting on the results of any professionally developed ability test if the test is not designed to discriminate.
  • Religious organizations or educational institutions employing individuals based on their religion, performing religious activities. 
(Va. Code Ann. § 2.2-3905(A)(C)(E).)
Washington (Statewide)
Effective July 1, 2020.
RCW 49.60.040(21).
The Washington Law Against Discrimination (WLAD) defines race to include traits historically associated or perceived to be associated with race, including hair textures and protective hairstyles. Protective hairstyles include: 
  • Afros. 
  • Braids. 
  • Locks. 
  • Twists. 
(RCW 49.60.040(21).)
The WLAD has a general exception for bona fide occupational qualification(s) (RCW 49.60.180).
West Virginia (Local Only)
  
City of Beckley
Effective May 11, 2021.
Ordinance of. 5-11-21.
The City of Beckley defines race to include discrimination based on hair textures and protective hairstyles historically associated with a particular race. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
(Code of Ordinances, Part II, Chapter 10, Article IV, Division 1, Sec, 10-400.-Definitions).
This provision applies to employers with 12 or more employees.
This provision does not apply to bona fide occupational qualifications. 
(Code of Ordinances, Part II, Chapter 10, Article IV, Division 1, Sec, 10-400.-Definitions and 10-450.-Enumeration).
City of Charleston
Effective June 7, 2021.
Bill. 7907.
The City of Charleston defines race to include discrimination based on hair textures and protective hairstyles historically associated with a particular race. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
(Code of Ordinances, Chapter 62, Article 1, Sec. 62.3.-Definitions).
This provision applies to employers with 12 or more employees.
This provision does not apply to:
  • Individuals employed by their parents, spouse, or child.
  • Employees in the domestic service of a person.
  • Bona fide occupational qualifications. 
(Code of Ordinances, Chapter 62, Article 1, Sec. 62.3.-Definitions).
City of Lewisburg
Effective June 15, 2021.
Ordinance No. 291.
The City of Lewisburg defines race to include discrimination based on hair textures and protective hairstyles historically associated with a particular race. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
(Code of Ordinances, Part One, Chapter Five, Article 137, 137.07 Definitions).
This provision applies to employers with twelve or more employees.
This provision does not apply to:
  • Individuals employed by their parents, spouse, or child.
  • Employees in the domestic service of a person.
  • Religious organizations employing individuals based on their religion, performing religious activity.
  • Bona fide occupational qualifications. 
(Code of Ordinances, Part One, Chapter Five, Article 137, 137.07 Definitions).
City of Morgantown
Effective March 2, 2021.
Ordinance No.2021-07.
The City of Morgantown defines race to include discrimination based on hair textures and protective hairstyles historically associated with a particular race. Protective hairstyles include:
  • Braids.
  • Locks.
  • Twists.
(Code of Ordinances, Part One, Chapter Seven, Article 153, Sec. 153-02.-Definitions).
This provision does not apply to religious organizations employing individuals based on their religion, performing religious activity.
(Code of Ordinances, Part One, Chapter Seven, Article 153, Sec. 153-11.-Exemptions; conflicts; savings clause).
Wisconsin (Local Only)
  
Dane County
Effective January 11, 2021.
Ordinance No. 2020 OA-052.
The Dane County Board of Supervisors expands discrimination protections to include protective hair styles. Protective hairstyles include:
  • Braids.
  • Locs.
  • Twists.
(Code of Ordinances, Chapter 19, 19.04-Definitions).
This provision does not apply to religious organizations employing individuals based on their religion performing religious activity.
(Code of Ordinances, Chapter 19, 19.023-Creed, Exceptions and Special Cases).
Milwaukee
Effective January 19, 2021.
Ordinance No. 200840.
The City of Milwaukee expands discrimination protections to include protective hair styles (hairstyles necessitated by, or resulting from, the characteristics of a hair texture associated with race), including:
  • Natural hair.
  • Braids.
  • Locks.
  • Afros.
  • Curls.
  • Cornrows.
  • Twists.
  • Other hairstyles treated or untreated commonly associated with racial, ethnic, or cultural identity.
(Code of Ordinances, Chapter 109).
This provision does not apply to:
  • Employers or labor organizations where sex, age, or national origin is a bona fide occupational qualification necessary to the normal operation of the particular business or enterprise.
  • Employers applying different standards of conditions of employment based on a bona fide seniority or merit system, a system measuring earnings by quantity or quality of production, or to employees working in different locations if the differences do not result in intentional discrimination.
(Code of Ordinances, Chapter 109).

States with Court Decisions Addressing Hairstyles

The following states have not passed CROWN Act legislation, but the state courts have addressed the issue of hairstyle or hair characteristics associated with race in other contexts that may be helpful when addressing issues related to hair discrimination in employment:
  • Alaska. The Alaska Supreme Court held in Miller v. Safeway, Inc. that an employer has a right to create grooming polices to present itself as it sees fit (170 P.3d 655 (Alaska 2007)).
  • Georgia. The Georgia Court of Appeals found in Clayton v. State that striking a potential juror with gold teeth was not race neutral because it is a characteristic stereotypically associated with African Americans (797 S.E.2d 639, 643 (Ga. Ct. App. 2017)).
  • Illinois. The Illinois Appellate Court held in Gayle v. Human Rights Commission that discrimination based on appearance alone is not illegal unless the employer knew it was linked to race or religion (218 Ill. App. 3d 109 (1991)).
  • Mississippi. The Mississippi Court of Appeals upheld a peremptory strike of a male juror with long braids as race neutral (Shelley v. State, 30 So.3d 379 (Miss. Ct. App. 2010)).
  • South Carolina. The South Carolina Supreme Court found in McCrea v. Gheraibeh that an attorney who struck a black potential juror due to "uneasiness" over the juror's locks did not meet the race-neutral test for a peremptory strike, recognizing that locks have their roots in historically black culture (669 S.E.2d 333, 335 (S.C. 2009)).

Arizona Executive Order Applicable to State Agencies Under the Governor's Control

Although Arizona has no state-wide prohibition banning discrimination based on hairstyle or texture, the Arizonia Governor signed an executive Order prohibiting state agencies under the Governor's control from discriminating against workers based on their hair texture and style effective June 1, 2023.

Washington, D.C. Human Rights Law

Although Washington, D.C. has not passed CROWN Act legislation specifically, its current human rights law prohibits discrimination based on personal appearance, including hairstyle, without a legitimate business reason (D.C. Code § 2-1401.02(22)).