The 2026 CROWN Act Expansion: Why Your Employer Can No Longer Regulate These 5 "Professional" Hairstyles

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Workplace hair rules are officially getting a serious makeover, and it’s about time. For years, employees have faced subtle—and sometimes not-so-subtle—pressure to conform to narrow beauty standards that often targeted natural hair textures and cultural styles. But with the 2026 expansion of the CROWN Act, your hair is officially your business, not your employer’s. This law is reshaping professional spaces, affirming that “professionalism” doesn’t come in just one style or curl pattern.

From boardrooms to break rooms, employees are empowered to rock their hair authentically without fear of discrimination. So what exactly does this mean?

1. Natural Afro Hair

Afro hair has long been subject to scrutiny in professional environments. The 2026 CROWN Act expansion explicitly protects natural afro-textured hair, acknowledging that it is a natural expression of identity, not a sign of unprofessionalism. This means employers can no longer enforce policies that pressure employees to chemically straighten their hair or hide their natural curls.

For employees, this is huge: it allows for confidence, creativity, and comfort while still performing at the highest professional level. The legislation recognizes that cultural hair practices are not superficial choices—they are deeply tied to heritage and personal identity. Employers are now required to adjust outdated standards that once labeled afros as “messy” or “unprofessional.” This change signals a broader shift in how workplaces define professional appearance: it’s no longer about conformity, but authenticity.

2. Braids, Twists, And Cornrows

Braids, twists, and cornrows have been staples in Black hair culture for decades, yet workplaces frequently treated them as optional, inappropriate, or unprofessional. The CROWN Act now legally protects these hairstyles, ensuring that employees can wear braids, twists, or cornrows without fear of disciplinary action. These styles are not only culturally significant, but also practical, low-maintenance ways to care for natural hair. By acknowledging them as professional, the law pushes back against centuries of bias that stigmatized protective and creative hairstyles.

Workplaces are being reminded that neatness and professionalism can exist in a variety of hair expressions. Now, HR policies that once banned these hairstyles are not just outdated—they’re legally indefensible.

3. Locs And Dreadlocks

For many, locs and dreadlocks are deeply symbolic, representing spiritual, cultural, or personal journeys. Before the expansion, employees with locs often faced unjust scrutiny or were forced to alter their hair to meet vague professional standards. The 2026 CROWN Act ensures that locs and dreadlocks are protected under anti-discrimination laws, affirming that these styles are inherently professional. Employers can no longer single out these hairstyles as inappropriate, regardless of length, thickness, or styling method.

This protection acknowledges both the cultural roots of locs and the individual’s right to express themselves authentically. It’s a bold move that challenges workplaces to expand their definition of professionalism beyond Eurocentric norms. Employees can finally maintain their hair in ways that are healthy, meaningful, and aligned with their identity.

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4. Bantu Knots

Bantu knots, a stylish and protective hairstyle with African origins, have historically faced workplace scrutiny simply because they stand out. With the 2026 CROWN Act expansion, these intricate, bold styles are now legally protected. The law recognizes that professional standards should not suppress cultural heritage or creative expression. Bantu knots, often worn as a statement of pride and style, are now officially “work-appropriate,” alongside more traditional hairstyles. This empowers employees to express individuality without compromising their career prospects. Employees can rock their Bantu knots with confidence, knowing the law is firmly on their side.

5. Twist-Outs And Wash-And-Gos

The expansion of the CROWN Act ensures twist-outs and wash-and-go are recognized as professional and are protected from discriminatory policies. This means employees can maintain their natural hair routine without altering it to fit a narrow aesthetic standard. These styles highlight hair health, individuality, and cultural pride, and now workplaces must accommodate rather than police them. By protecting twist-outs and wash-and-gos, the law validates a spectrum of natural hair expressions as fully compatible with professional settings. Employees can focus on performance, not compliance with arbitrary style norms.

A Workplace Revolution For Your Hair

The 2026 CROWN Act expansion isn’t just a legal change—it’s a cultural shift. It signals a move toward workplaces that respect diversity, individuality, and heritage rather than enforcing outdated standards of “professionalism.” For employees, this is an invitation to embrace their authentic selves without compromising their careers. From natural afros to Bantu knots, the law recognizes that professional excellence comes in countless shapes, textures, and styles. Employers now have the responsibility to cultivate inclusive environments where hair is no longer a barrier to opportunity.

If you’ve experienced workplace restrictions on your hair, now is the time to reflect on how this law changes your rights and daily experience. We want to hear your thoughts, reactions, and experiences with these changes in the comments.