Federal & State Regulations | Discrimination - Other - Pennsylvania

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Summary of differences between federal and state regulations

The federally protected classes in employment discrimination include race, color, religion, national origin, age (40 and over), sex (including pregnancy, sexual orientation, and gender identity), disability, and genetic information.

The Pennsylvania Human Rights Act identifies the following protected classes for purposes of employment discrimination:

Race,
Color,
Religious creed,
Ancestry,
Age (40 and over),
Sex,
National origin,
Non-job-related handicap or disability (a physical or mental impairment which substantially limits one or more of such person’s major life activities), and
The use of a guide or support animal because of blindness, deafness or physical handicap.

It is also unlawful under Pennsylvania law to:

Retaliate because an individual has opposed any unlawful employment practice or because the individual has made a charge, testified or assisted, in any manner, in any investigation, proceeding or hearing;
To aid, abet, incite, compel or coerce unlawful discrimination; or
Discrimination against persons who possess a GED rather than a high school diploma.

In addition, a number of municipalities in the state have adopted provisions covering areas such as gender identity and sexual orientation.

For details, see the state publication at www.phrc.pa.gov/About-Us/Publications/Pages/General-Publications.aspx#.VmCPlF_naUl

Employer defined

The term “employer” with respect to discriminatory practices based on race, color, age, sex, national origin or non-job related handicap or disability, includes religious, fraternal, charitable and sectarian corporations and associations employing four or more persons within Pennsylvania.

Posting

Every person subject to the act must post and exhibit prominently in his place of business any fair practices notice prepared and distributed by the Pennsylvania Human Relations Commission.

Crown Act

The Creating a Respectful and Open World for Natural Hair (“CROWN”) Act—which bans discrimination based on natural and protective hairstyles historically associated with race— was signed on November 25, 2025.

Effective January 24, 2026, The CROWN Act prohibits employers from discriminating against employees or applicants based on hairstyles such as locs, braids, twists, coils, Bantu knots, afros, and extensions, while still allowing businesses to enforce valid health and safety policies that apply equally to all employees.