Summary of November 2025 Labor Law Updates for Philadelphia, Pennsylvania
This roundup highlights key legislative efforts and enacted laws in November 2025 that affect workplace discrimination protections and employer compliance obligations in Pennsylvania. It includes significant anti-discrimination law changes and pending legislation under consideration. These updates are brought to you by HKM Employment Attorneys.
November 2025 in Pennsylvania labor law was highlighted by historic anti-discrimination developments: the signing of the CROWN Act into law and legislative movement on strengthening workplace discrimination policy requirements (HB 1825). Employers and HR professionals should begin compliance planning now for the CROWN Act’s early 2026 implementation and track HB 1825’s progress in the legislature. Local ordinance changes in Pittsburgh and Philadelphia further underscore the need for employers to stay current at all jurisdictional levels.
If you have questions about how these changes may affect your organization, or need assistance evaluating compliance and policy updates, contact HKM Employment Attorneys at https://hkm.com for legal guidance.
CROWN Act Becomes Law — Legislation / Anti-Discrimination Expansion
Date: November 25, 2025
Summary:
Governor Josh Shapiro signed the Creating a Respectful and Open World for Natural Hair (CROWN) Act into law on November 25, 2025. The CROWN Act amends the Pennsylvania Human Relations Act (PHRA) to explicitly prohibit discrimination based on hair texture, hairstyles, and head coverings historically associated with race or religion. This makes Pennsylvania the 28th state to enact statutory protections against hair discrimination. The law broadens the definition of “race” (and includes head coverings under “religious creed”) and clarifies that employers may not take adverse employment actions based on these traits unless they can justify workplace health or safety needs under a narrow four-part test. The law takes effect January 24, 2026.
Implications:
Employees: Workers in Pennsylvania will have an explicit statutory basis to challenge discriminatory grooming, dress, or appearance policies linked to hair texture, styles, or religious head coverings once the law is in effect.
Employers: Organizations should review and update grooming, dress code, and discrimination policies to ensure they comply with the expanded definition of protected characteristics under the PHRA. Employers should also train managers on what constitutes impermissible hair discrimination and legitimate safety justifications.
HR/Compliance: Compliance audits and anti-discrimination training programs should incorporate the CROWN Act’s protections and exceptions ahead of the law’s 2026 effective date.
House Bill 1825 — Workplace Discrimination Bill Passes PA House
Date: Mid-December 2025 (House passage)
Summary:
In December 2025, the Pennsylvania House of Representatives passed House Bill 1825, which proposes to amend the Pennsylvania Human Relations Act to strengthen protections against workplace discrimination, harassment, and retaliation. Under this bill, employers would be required to adopt written anti-harassment and anti-discrimination policies and procedures (including reporting mechanisms, investigation procedures, confidentiality obligations, and supervisor responsibilities). The bill now proceeds to the Pennsylvania Senate for consideration.
Implications:
Employers: If enacted, HB 1825 would mandate written workplace policies — meaning employers would need to develop, publish, and maintain accessible policies addressing discrimination and retaliation that meet the statutory requirements.
Employees: The bill aims to make it easier for employees to understand their rights and reporting avenues and could expand enforcement activity by the Pennsylvania Human Relations Commission.
HR/Compliance: Organizations should monitor the bill’s progress and begin reviewing current policies and procedures to anticipate potential new statutory requirements.
Local Anti-Discrimination Ordinances in PA Cities (Contextual Development)
Date: November 2025
Summary:
Although not state law, several Pennsylvania cities enacted local anti-discrimination ordinances in November 2025 that are relevant to employers with operations in those jurisdictions:
Pittsburgh amended its anti-discrimination ordinance to broaden the definition of “discrimination,” including disparate impact and perceived protected characteristics.
Philadelphia approved an amendment to prohibit discrimination based on menstruation, perimenopause, and menopause (effective 2027).
Implications:
Employers with locations in Pittsburgh and Philadelphia should review and align local policies with these municipal ordinances in addition to statewide compliance obligations.
These local laws illustrate a broader trend of nuanced employment protections that go beyond traditional protected classes.
Conclusion: Looking Back on Pennsylvania’s Labor Law Updates from November 2025
With Pennsylvania courts continuing to clarify rights around wage-and-hour, discrimination, severance and contract disputes, and hostile work environments, having expert local counsel is vital. At HKM Employment Attorneys in Philadelphia, our dedicated team—including Brian Benestad, Amy Mathieu, and Stephanie Solomon—handles everything from breach of contract, data breach, and wrongful termination to FMLA/ADA accommodations and hostile workplace claims. We provide clear guidance, personalized support, and no‑fee‑unless‑we‑win advocacy. If recent developments in Philadelphia’s courts hit close to home, contact our Philadelphia office to explore how we can help enforce your rights and pursue justice.
