Minnesota Adopts the CROWN Act Expanding Race Discrimination Protections to Hairstyles

What Changed

Minnesota enacted House Bill 37 (HB 37), adopting the CROWN Act (Creating a Respectful and Open World for Natural Hair). The law expands the definition of race for employment discrimination purposes to include natural, protective, and cultural hairstyles — including braids, locks, and twists.

Who Is Affected

All Minnesota employers subject to the Minnesota Human Rights Act. The law applies to all employment decisions and prohibits grooming or dress code policies that discriminate against natural hairstyles associated with race.

Where It Applies

Minnesota statewide.

When It Takes Effect

[VERIFY] — the exact effective date was not confirmed in available sources, but Minnesota legislation typically takes effect August 1 of the year of enactment unless otherwise specified.

Why It Matters

Minnesota joins the growing national movement to prohibit hair-based race discrimination. Employers should review grooming and appearance policies for compliance, as violations carry the same penalties as other forms of race discrimination under the Minnesota Human Rights Act.

The Humareso Take

With this and several other major employment law changes happening in Minnesota in 2023 — parental leave expansion, statewide sick leave, and now the CROWN Act — Minnesota employers should be doing a comprehensive policy review. We recommend addressing all of these changes at once rather than piecemeal.

Recommended Action Steps

1. Review and update dress code and grooming policies to remove any restrictions on natural or protective hairstyles.

2. Update your EEO policy to reflect the expanded definition of race.

3. Combine this update with other 2023 Minnesota compliance changes (parental leave, sick leave) in a comprehensive handbook review.

4. Contact your Humareso representative for a consolidated Minnesota compliance update.