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May 2023: Texas House Passes CROWN Act Legislation

17 May


Update Applicable to:

All employers in Texas

What happened?

Lawmakers in the Texas House of Representatives have passed a bill that would prohibit race-based hair discrimination in housing, workplaces and schools.

What are the details?

On April 13, 2023, the Texas House of Representatives passed House Bill 567, known as the Texas CROWN Act, which would prohibit race-based discrimination in schools, workplaces, and housing. The Texas legislation is a state version of the CROWN Act, an acronym for “Creating a Respectful and Open World for Natural Hair,” a law that prohibits race-based hair discrimination, which is the denial of employment and educational opportunities because of hair texture or protective hairstyles, including braids, locks, twists, bantu knots, Afros, and cornrows.

The bill is currently with the Senate awaiting a 2nd and 3rd reading before it can reach the Governor for signature. There are currently 20 states with enacted CROWN Act legislation

For more information, please see the links below:

Bill Page: Link

Bill: HB 567


Official Texas CROWN Act Page

What do employers need to do?

Employers should conduct a review of current procedures, employee handbooks, training materials, dress codes and grooming policies to ensure compliance in order that current and prospective employees are not treated differently simply because of the texture of their hair or the cultural hairstyle they choose to wear. If the bill is enacted into law, this will be a requirement.

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

Learn more about how Vensure's Texas 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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