Lawsuit Highlights Risks in Workplace Grooming Policies
New Mexico business owners should review their handbooks for compliance with state antidiscrimination laws regarding hairstyles.
Updated on Oct. 29, 2026 in Human Resources
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Should employers be allowed to enforce grooming standards that restrict specific cultural hairstyles?
A former brand inspector is suing the New Mexico Livestock Board for race-based discrimination after a dispute regarding his hairstyle. The case centers on whether workplace grooming standards comply with state law, an issue that impacts hiring and conduct policies for businesses across New Mexico.
Why it matters
This lawsuit highlights the potential friction between internal workplace grooming policies and state antidiscrimination laws. Operators must ensure their personnel handbooks align with legal protections for natural hairstyles to avoid costly litigation and potential human rights violations.
The legal dispute involves a 19-year-old former employee who worked for just 3 days before the conflict emerged. The case rests on whether the board's 2024 handbook requirements conflict with established state law.
The players
New Mexico Livestock Board
A state agency responsible for enforcing livestock regulations and managing brand inspections.
Christian Patrick
A 19-year-old former brand inspector who filed a discrimination lawsuit against his former employer.
Barry Allen
A supervisor who reportedly mandated that the plaintiff cut his hair to maintain employment.
The details
Christian Patrick, a former brand inspector, alleges he was forced to choose between cutting his hair and keeping his job. The New Mexico Livestock Board maintains the hair grooming requirement follows standards set by the Southern New Mexico Law Enforcement Academy. While the board claims the employee resigned, the lawsuit asserts the termination was motivated by discrimination against the plaintiff’s hairstyle.
Timeline
2021: New Mexico governor signed the state version of the CROWN Act.
2024: New Mexico Livestock Board issued its employee handbook.
July 2026: Patrick lodged a discrimination charge with the state.
October 2026: Patrick sued the New Mexico Livestock Board.
Market Landscape
This lawsuit tests the practical application of New Mexico's version of the CROWN Act, which prohibits discrimination based on hair texture or protective hairstyles. It follows a growing pattern of litigation where internal grooming policies are scrutinized against state-level civil rights protections.
Operators should review their employee handbooks to ensure grooming standards do not conflict with state-level CROWN Act protections. Consult with legal counsel to confirm that neutral-sounding policies do not inadvertently trigger discrimination claims based on protected cultural hairstyles.
The takeaway
Grooming standards that do not account for protected hairstyles create significant legal liability for employers. Businesses should proactively audit their handbooks to ensure compliance with civil rights laws and document all personnel departures clearly to avoid disputes over voluntary versus involuntary termination.
Further reading
Learn more about local standards in Human Resources.
Live Poll
Should employers be allowed to enforce grooming standards that restrict specific cultural hairstyles?
