The CROWN Act in California

What Workers Need to Know About Hair Discrimination Protections

For decades, workplace grooming policies have often discriminated—directly or indirectly—against Black employees and others who wear natural hairstyles such as afros, braids, locs, or twists. In response, California became the first state in the U.S. to pass legislation explicitly protecting employees from hair-based discrimination.

That law is called the CROWN Act, which stands for “Creating a Respectful and Open World for Natural Hair.” Enacted in 2019 and strengthened in subsequent years, the CROWN Act extends protections under the California Fair Employment and Housing Act (FEHA) and ensures that hair texture and styles associated with race cannot be used as grounds for discrimination in the workplace.

This article breaks down what the CROWN Act means for California employees, how to recognize hair discrimination, and what legal options are available if your rights are violated.

What Does the CROWN Act Do?

The CROWN Act amends California’s anti-discrimination laws to explicitly state that traits historically associated with race—such as hair texture and protective hairstyles—are covered under the definition of racial discrimination.

In practical terms, that means:

• Afros, braids, twists, cornrows, and locs are legally protected.

• Employers cannot create grooming or appearance policies that ban or limit natural or protective hairstyles.

• You cannot be denied a job, promotion, or equal treatment because of your hair texture or culturally significant hairstyle.

Who Is Protected?

All California workers are protected under the CROWN Act, including applicants, full-time and part-time employees, interns, and even independent contractors (in some cases).

However, the law primarily addresses racial discrimination, so it’s most relevant when a grooming policy disproportionately impacts Black workers or other racial groups who wear natural or protective hairstyles as part of their cultural identity.

Real-World Examples of Hair Discrimination

Hair discrimination can take many forms. Here are a few examples of violations under the CROWN Act:

• A Black woman is told she must straighten her hair to be considered “professional” at work.

• A job applicant is denied employment because he wears dreadlocks, and the employer claims it doesn’t fit the company image.

• An employee is told to remove her braids or she’ll face discipline, even though the style is neat, clean, and does not interfere with work performance.

• A school policy prohibits students from wearing afros or twists, despite them being natural hairstyles.

If an employer imposes rules or takes action based on a hairstyle tied to race or culture, that is now illegal under California law.

Can Employers Still Set Grooming Standards?

Yes—but only if those standards are neutral, consistently applied, and not racially biased.

For example:

• Not Allowed: “All employees must wear their hair straight and neat.”

• Allowed: “Hair must be clean and secured if working near machinery, regardless of style or texture.”

Employers can regulate appearance in certain safety or hygiene contexts, but they must accommodate natural and protective hairstyles unless there’s a valid and nondiscriminatory reason that applies equally to everyone.

What to Do If You Experience Hair Discrimination

If you’ve been targeted, disciplined, or treated unfairly because of your hairstyle, take these steps:

1. Document Everything

• Save emails, text messages, or policies referencing your hairstyle.

• Note dates, times, and names of any conversations or warnings about your hair.

2. Report Internally First

• File a formal complaint with HR or your manager. Request a copy of the employee handbook or grooming policy.

3. File a Complaint with the California Civil Rights Department (CRD)

• Formerly known as the DFEH, the CRD enforces anti-discrimination laws under FEHA.

• You must file with the CRD before you can sue, and they may offer mediation.

4. Speak to an Employment Attorney

• A lawyer can evaluate whether your experience qualifies as unlawful discrimination and help you pursue compensation, job reinstatement, or other remedies.

Legal Remedies Available Under the CROWN Act

If hair discrimination is proven, you may be entitled to:

• Back pay (if you were demoted, suspended, or fired)

• Compensatory damages for emotional distress

• Punitive damages in cases of extreme misconduct

• Reinstatement or promotion

• Policy changes or training mandates for the employer

Keep in mind: you only have one year from the date of the incident to file a complaint with the CRD, so don’t delay.

CROWN Act and Schools, Housing, and Beyond

Although this article focuses on employment, the CROWN Act also impacts:

• Public schools and education settings

• State licensing and certification boards

• Housing providers

Students and tenants are also entitled to protection from race-based hair discrimination in California.

Final Thoughts

The CROWN Act represents a powerful legal recognition that cultural identity and personal dignity matter in the workplace. California employees now have a legal shield against grooming policies or biased actions that target natural hair and protective styles.

If you suspect hair-based discrimination, document your experience, file an internal complaint, and seek legal help. You deserve to bring your full, authentic self to work—without compromise.