How PA’s CROWN Act Reshapes Philadelphia Hiring
Any employment lawyer Philadelphia workers consult this spring will start with the same statute: Pennsylvania House Bill 439, better known as the CROWN Act. Governor Josh Shapiro signed the measure in Philadelphia on November 25, 2025, and it takes effect on January 24, 2026. The law amends the Pennsylvania Human Relations Act (PHRA) to bar race-based discrimination tied to hair texture and protective styles, and it folds in religious head coverings as well.
Protected styles now include locs, braids, twists, coils, Bantu knots, afros, and extensions. Pennsylvania becomes the 28th state to enact a CROWN Act, joining a national trend that Pennsylvania attorneys have tracked since California passed the original 2019 statute. Gov. Shapiro pointed to a striking figure during the signing: the Pennsylvania Human Relations Commission received more than 900 hair-discrimination complaints in 2022 alone.
For employers, the change reaches grooming policies, dress codes, school disciplinary rules, and housing decisions. For workers and job applicants, it expands the universe of actionable claims that lawyers in Philadelphia can pursue under the PHRA. Anyone fired, demoted, or denied a position because of a protective hairstyle now has a direct state-law remedy. Local employment law attorneys are already revising client intake scripts to capture hair-based and head-covering allegations alongside the more familiar race and religion intake questions.
Common Cases an Employment Lawyer Philadelphia Firms Handle
- Race and national-origin discrimination: Disparate treatment in hiring, promotion, pay, and termination, now expanded by the CROWN Act to cover hair and head coverings.
- Sexual harassment: Quid pro quo and hostile-environment claims under Title VII and the PHRA, often paired with retaliation counts.
- Retaliation: Adverse action against workers who report discrimination, file PHRC charges, or refuse to participate in unlawful conduct.
- FMLA and ADA leave issues: Denied medical leave, refusal to accommodate disabilities, and pregnancy-related disputes under federal and state statutes.
- Wage-and-hour violations: Unpaid overtime, off-the-clock work, and misclassified independent contractors under the PA Minimum Wage Act and the FLSA.
- Wrongful termination: Firings that breach written contracts, public-policy exceptions, or anti-discrimination law.
Pennsylvania Employment Law and Philadelphia Courts
The PHRA gives workers 180 days to file with the PHRC, but charges dual-filed with the EEOC carry a 300-day deadline through a worksharing agreement. The Philadelphia District Office of the U.S. Equal Employment Opportunity Commission, located at 801 Market Street, processes Title VII, ADA, ADEA, and Equal Pay Act charges for the region. Most workers file with both agencies through a single dual-filed charge.
Philadelphia adds a third layer that few other Pennsylvania cities offer. The Philadelphia Fair Practices Ordinance covers employers with one or more employees, sweeping in small businesses that the PHRA’s four-employee threshold would otherwise exclude. The Philadelphia Commission on Human Relations enforces the ordinance and recognizes broader protected classes, including source of income and prior arrest record.
Did you know? The Pennsylvania Human Relations Commission received more than 900 hair-discrimination complaints in 2022, the figure Gov. Shapiro cited when signing the CROWN Act in Philadelphia.
When settlement fails, lawsuits move to the Court of Common Pleas of Philadelphia County for state-law claims and to the U.S. District Court for the Eastern District of Pennsylvania for federal counts. Many Philadelphia employment cases ride a parallel track in both venues until consolidation or removal sorts the forum.
| Filing Venue | Filing Deadline | Covered Employer Size | Damages Available |
|---|---|---|---|
| PHRC (state) | 180 days | 4+ employees | Back pay, reinstatement, compensatory |
| EEOC (federal) | 300 days (dual-filed) | 15+ employees (Title VII, ADA) | Back pay, compensatory, punitive (capped) |
| Philadelphia Commission on Human Relations | 300 days | 1+ employees | Back pay, compensatory, punitive, fees |
| U.S. District Court (E.D. Pa.) | 90 days after right-to-sue | Per underlying statute | Full federal remedies, jury trial |
What an Employment Lawyer Philadelphia Workers Can Trust Will Do
A capable employment lawyer Philadelphia residents hire will start by mapping the right charge: PHRC, EEOC, the Philadelphia Commission on Human Relations, or a parallel filing across all three. The choice drives deadlines, damages caps, and discovery scope. Counsel handles the intake interview, drafts the charge, and preserves evidence such as text messages, performance reviews, and witness statements before memories fade.
Experienced counsel negotiates settlement during the agency mediation phase, where many cases resolve before formal investigation. When mediation stalls, the lawyer escalates to litigation in state or federal court, often layering a Philadelphia Fair Practices Ordinance count to access the city’s broader remedies and one-employee threshold.
Most Philadelphia employment plaintiffs work on contingency, meaning the firm advances costs and collects a percentage only on recovery. Hourly engagements are reserved for severance review, executive negotiations, and defense work for managers facing internal investigations. Reasonable lawyers explain the fee structure in writing before any work begins.
Workers who need a referral can contact the Philadelphia Bar Association Lawyer Referral and Information Service, which screens member attorneys by practice area and offers a low-cost initial consultation. The service is a useful starting point for anyone unsure where to begin.
Find an Employment Lawyer in Philadelphia on ReachAttorneys
Browse our directory of employment law attorneys serving Philadelphia and the broader Delaware Valley. Each profile lists practice focus, court admissions, and contact details, so you can shortlist counsel who handles CROWN Act, retaliation, or wage-and-hour matters that match your situation.
Searching for an employment lawyer philadelphia pa workers can reach quickly is straightforward on ReachAttorneys. Filter by neighborhood, language, and case type, then request a consultation directly from the listing.
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Frequently Asked Questions
When does the Pennsylvania CROWN Act take effect?
The law takes effect on January 24, 2026, sixty days after Gov. Shapiro signed HB 439 in Philadelphia on November 25, 2025. Claims arising on or after that date can be filed under the amended PHRA.
Should I file with the PHRC or the EEOC?
Most Philadelphia workers dual-file. A single charge cross-files with both agencies through their worksharing agreement, preserving state and federal claims and extending the deadline to 300 days.
How long do I have to file an employment claim?
PHRC charges must be filed within 180 days of the adverse action. Dual-filed EEOC charges and Philadelphia Commission on Human Relations complaints run 300 days. Lawsuits filed after a right-to-sue letter must be brought within 90 days.
How are employment lawyers paid in Philadelphia?
Plaintiff-side discrimination, retaliation, and wage cases run on contingency, typically 33 to 40 percent of recovery. Severance review and executive negotiations are usually flat-fee or hourly. The fee structure goes into a written engagement letter before work starts.
Am I protected if I report discrimination at work?
Yes. The PHRA, Title VII, and the Philadelphia Fair Practices Ordinance all prohibit retaliation against workers who oppose discrimination, file charges, or testify in proceedings. Retaliation claims often succeed even when the underlying discrimination claim does not.
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Disclaimer: This article is for informational purposes only and does not constitute legal advice. Consult a qualified attorney for guidance on your specific situation.
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