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Michigan Bans Hair Discrimination

06 Jul


Update applicable to:

All employers in Michigan as well as out-of-state employers with workers in Michigan

What happened?

On June 15, Michigan Governor Gretchen Whitmer signed a bill into law amending Michigan’s Elliott-Larsen Civil Rights Act (“ELCRA”) to expand the definition of race to ban natural hairstyle discrimination. The amendment went into effect immediately.

What are the details?

Known as the Creating a Respectful and Open World for Natural Hair Act (“CROWN Act”), Senate Bill 90 expands the protected class of “race” to be “inclusive of traits historically associated with race, including but not limited to, hair texture and protective hairstyles.” Protective hairstyles include braids, locks, and twists.

For more information, please see the links below:

Public Act No. 45 (Senate Bill 90)

Article 1, Article 2, Article 3

What do employers need to do?

In order to avoid liability, employers should review their policies and procedures regarding discrimination and provide corresponding training to human resources and managerial employees.

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

Learn more about how Vensure's Michigan 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.

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