EMPLOYMENT LAW NEWS
States with Hair Discrimination (CROWN) Laws: Updated for 2025 with Interactive Map
By GovDocs
Updated July 2025
In light of the wave of new CROWN laws, employers should review their internal policies and handbooks — as well as any diversity training programs — to ensure they are in alignment with these laws.
A Background on CROWN Laws in the U.S.
The number of jurisdictions with hair discrimination laws in place continues to grow.
It was just over five years ago when several organizations formed a coalition to persuade lawmakers to create legislation prohibiting employers from discrimination based on hairstyles — typically those associated with individuals identifying as Black or Biracial. Now commonly referred to as CROWN laws (Create a Respectful and Open Workplace for Natural Hair), the first of many was signed into law in 2019 by California Governor Gavin Newsom.
Vermont was the last state to pass such a bill with regards to employment. It joined a now large list of states that have passed bills relating to this legislative trend.
Recent additions:
What Rights Do Hair Discrimination Laws Protect?
While CROWN laws vary by jurisdiction, they generally prevent discrimination based on natural hair textures and styles that are commonly associated with race. These laws aim to ensure that people, particularly Black individuals, are not unfairly treated in workplaces, schools, or other settings because of how they wear their hair.
Common protected hairstyles include:
- Braids
- Twists
- Locs
- Textured hair
- Bantu Knots
- Afros
As is often the case with progressive legislation, California was the first state to pass a CROWN law, amending its Fair Employment and Housing Act to include language about hair discrimination.
A deluge of states have since followed suit.
How Many States Have Passed CROWN Laws?
To date, 27 states, plus Washington, D.C., have now passed CROWN laws. In addition, there are over 10 states, including Georgia, Missouri, and North Dakota, with similar legislation filed or pre-filed, and there has been a strong effort to pass a federal version of the CROWN Act during the last five years.
Keep Informed
with GovDocs Employment Law News
States with Hair Discrimination (CROWN) Laws Interactive Map
As of July 2025, states that have passed CROWN laws of their own include:
| Alaska | Minnesota |
| Arizona* | Nebraska |
| Arkansas | Nevada |
| California | New Hampshire |
| Colorado | New Jersey |
| Connecticut | New Mexico |
| Delaware | New York |
| Illinois | Oregon |
| Kentucky* | Tennessee |
| Louisiana | Texas |
| Maine | Vermont |
| Maryland | Virginia |
| Massachusetts | Washington |
| Michigan | Washington, D.C. (Included for Clarity) |
*Indicates a state where CROWN laws were introduced through an executive order.
Statistics
A 2023 CROWN Workplace Research Study found that:
- Black women’s hair is 2.5 times more likely to be perceived as unprofessional
- 1/4 of Black women believe they have been denied a job interview because of their hair
- Over 20% of Black women ages 25-34 have been sent home from work because of their hair
The Push for a National CROWN Act
On Feb. 26, 2025, Rep. Bonnie Watson Coleman (D-NJ) reintroduced a bill (H.R. 1638) in the U.S. House of Representatives and Sen. Cory A. Booker (S. 751) in the U.S. Senate, known as the Creating a Respectful and Open World for Natural Hair (CROWN) Act of 2025, championed by the official campaign of the same name. The CROWN Coalition was founded by Dove, the National Urban League, Color of Change and the Western Center on Law and Poverty.
Although the CROWN Act was initially passed by the House in 2019 and 2022, it was ultimately blocked by the Senate. The newest 2025 version, however, has some bipartisan support.
Lastly, over 50 cities have passed CROWN laws, adding yet another layer of complexity to the employment law compliance landscape for companies that operate in jurisdictions across the U.S.
Conclusion
Considering over half of the U.S. states have passed CROWN laws over the last several years, employers should review their internal policies and handbooks — as well as any diversity training programs — to ensure they are aligned with these laws.
As laws like these continue to grow and evolve, GovDocs is here to help you remain compliant at every unique location. With our solutions, you can focus on building an inclusive workplace while we handle the complexities of labor law compliance.
This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.
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