LOGIN Request a call

← BLOG  |  EMPLOYMENT LAW UPDATES  |  NEWS

Colorado Amends CROWN Act to Include Hair Length

04 Jul

Share

 

Update Applicable to:Effective date
All employers in ColoradoImmediately


What happened?

On June 3, 2024, the Colorado House Bill 1451 was signed by Governor Jared Polis, which includes hair length in the CROWN Act.


What are the details?

Key Bites

  • HB24-1451 is an amendment to the CROWN Act of 2020.
  • The bill adds hair length that is commonly or historically associated with race to the list of traits associated with one’s race.
  • The amendment was made to prevent potential discrimination based on ethnic appearance, such as Native American men with long hair or Black Americans with dreadlocks.


Business Considerations

  • Employers should revise and update theirdress or grooming policies that regulate hair length to ensure they do not discriminate.
  • Employers will need to update their non-discrimination policies to include hair length that is commonly or historically associated with race. This means that employers cannot discriminate against employees based on their hair length.
  • Employers may need to provide training to their management and HR teams to ensure they understand the new law and its implications. This can help prevent potential discrimination claims and ensure a fair and inclusive workplace.


Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Colorado PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image