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Bill

SB 154

NC CROWN Act.

2025-2026 Session Introduced by Val Applewhite and 8 co-sponsors

Prohibits race-based hair discrimination by employers, protecting hair texture, type, and protective hairstyles; adds retaliation protections; applies from enactment.

Passed 1st Reading
#employment;minorities;personnel;public
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Bill Summary · SB 154

SB 154 — “North Carolina CROWN Act” (First Reading: Feb 25, 2025)

Main purpose

To prohibit race-based hair discrimination in employment by clarifying that traits historically associated with race — explicitly including hair texture, hair type, and “protective hairstyles” — are protected characteristics under North Carolina employment law. The bill is modeled on the national “CROWN” movement (Create a Respectful and Open World for Natural Hair).

Key provisions

  • Adds a new Section 95‑28.1B to Article 3 of Chapter 95 (Employment) of the General Statutes:
    • Prohibits any person or entity (private employers, public agencies, local governments, etc.) from denying employment or terminating employment “on account of” race, color, creed, religion, sex, or national origin — and establishes that “race” expressly includes traits historically associated with race.
    • Defines “protective hairstyles” to include, but not be limited to, bantu knots, braids, locks, and twists.
    • Clarifies that “race” includes hair texture, hair type, and protective hairstyles.
  • Amends G.S. 95‑241(a) (employee anti‑retaliation language) to add G.S. 95‑28.1B to the list of statutes and protections for which employees may lawfully file complaints and be protected from retaliation. In short, employees who assert rights under the new CROWN provision would be protected from employer retaliation under existing law.
  • Effective date: the act takes effect upon becoming law and applies to employers, employees, and prospective employees from that date forward.

Who is affected

  • Employers and employment entities in North Carolina (private sector, state and local government employers, contractors).
  • Current employees and job applicants whose hair texture, hair type, or protective hairstyles have been or could be the basis for adverse employment actions (hiring, discipline, termination).
  • Human resources, supervisors and managers who develop or enforce grooming/appearance policies.

Enforcement, remedies, and procedures

  • The bill incorporates protections into existing Chapter 95 employment law framework; it does not create a new enforcement agency or novel remedy in the text shown. Remedies and enforcement would proceed through existing channels for employment discrimination and the retaliation provisions referenced (G.S. 95‑241 and related procedures), consistent with established state practices for labor and employment claims.

Practical effects and considerations

  • Employers should review and revise grooming, dress code, and appearance policies to ensure they do not discriminate against natural hair or protective hairstyles.
  • Anticipate policy, training, and accommodation updates for HR teams and supervisors.
  • May reduce workplace disciplinary actions or hiring denials based on hairstyles common among employees of certain racial backgrounds.
  • Potential for litigation or administrative complaints where employers maintain restrictive grooming rules that disproportionately impact protected traits.

Context

  • Part of a broader nationwide trend (the “CROWN Act”) addressing grooming and hair‑texture discrimination as a form of racial discrimination. SB 154 brings that standard into North Carolina employment law, explicitly protecting hairstyles historically associated with race.

Compiled from official sources — confirm details with the bill’s official record.

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