Independent Contractor Rules in Beauty: A Journey from Past to Present – RESEARCH MAY 2025

Introduction: Why Classification Matters in Beauty

At Louisville Beauty Academy (LBA), our mission is to empower future beauty professionals through debt-free education without relying on federal student loans. In the beauty industry, many graduates will face a crucial question: Are you an independent contractor or an employee? The answer affects your taxes, your overtime pay rights, and your business decisions. This comprehensive report traces the history and evolution of independent contractor classification rules at the federal level and in Kentucky, highlighting key changes through May 2025. We focus on developments that matter to cosmetologists, estheticians, barbers, nail technicians, and salon owners. Along the way, we’ll explain what these changes mean for labor classification, tax treatment, and compliance – all framed through LBA’s perspective of supporting students and professionals via three anchors of support: family, government, and the school itself.

Independent Contractor vs. Employee: An Overview

In simple terms, an employee works under the direction and control of an employer, while an independent contractor operates their own business. Employees receive wages with taxes withheld, are covered by laws like minimum wage and overtime, and may get benefits like workers’ compensation, unemployment insurance, and employer-sponsored benefits. Independent contractors, on the other hand, have more autonomy – they often set their own schedules, use their own tools, pay their own business expenses, and are paid gross without tax withholding. However, contractors are not protected by many labor laws (no guaranteed minimum wage or overtime pay) and must pay self-employment taxes (covering both employer and employee portions of Social Security/Medicare). Misclassification – treating a true employee as a contractor – can lead to serious compliance problems. For beauty professionals, this distinction is especially important because booth rental arrangements (where a stylist or technician rents space in a salon) are common. Whether a salon worker is a legitimate independent contractor or should be an employee has been a long-running question in our industry.

Federal Rules: A Historical Timeline and Key Changes

The U.S. federal government’s approach to defining independent contractors versus employees has evolved over decades. Understanding this evolution helps beauty professionals grasp why rules are the way they are today. Below is a timeline of major developments at the federal level:

  • 1930s – The New Deal and Broad Definitions: The Fair Labor Standards Act (FLSA) of 1938 introduced federal minimum wage and overtime protections for “employees,” but did not explicitly define “independent contractor.” Instead, the law broadly defined “employ” as “to suffer or permit to work,” signaling an expansive view of employment. Early on, courts recognized that some workers were in business for themselves – independent contractors – and thus not covered by FLSA. However, there was no clear statutory test.
  • 1947 – The Economic Reality Test: A pivotal year in worker classification. The U.S. Supreme Court decided several cases in 1947 that set the framework for distinguishing employees from contractors. Notably, in United States v. Silk (1947) and Rutherford Food Corp. v. McComb (1947), the Court rejected narrow common-law control tests in favor of an “economic realities” approach. This meant looking at multiple factors – such as the level of control, the worker’s opportunity for profit or loss, their investment in tools, the skill required, the permanence of the relationship, and whether their work is integral to the business – to judge whether the worker is economically dependent on the hiring party (an employee) or truly in business for themselves (an independent contractor). In short, the more economically dependent the worker, the more likely they are an employee. This multi-factor economic reality test became the foundation for FLSA classifications. (Meanwhile, in 1947 Congress also amended other laws like the National Labor Relations Act to explicitly exclude independent contractors, underscoring the distinction.)
  • 1960s–1970s – IRS and Tax Classification: The Internal Revenue Service historically used a common-law “right of control” test (with roughly 20 factors) to determine worker status for tax purposes. Employers who misclassify employees as contractors can owe back payroll taxes and penalties. In the 1970s, concerns grew about misclassification to avoid taxes. In response, Congress passed a safe-harbor provision in 1978 (Section 530 of the Revenue Act of 1978), which protects employers from certain tax penalties if they had a reasonable basis for treating a worker as a contractor and consistently did so. This safe harbor still exists, meaning some businesses can legally continue treating workers as contractors for tax purposes even if they might not meet stricter tests – a complexity that shows how tax rules and labor rules can diverge.
  • 2010s – Crackdown on Misclassification: With the rise of the gig economy and freelance work, the government renewed focus on worker classification. The Obama administration viewed misclassification as a widespread problem denying workers fair wages and benefits. In 2015, the U.S. Department of Labor (DOL) issued official guidance (Administrator’s Interpretation No. 2015-1) emphasizing that under the FLSA’s broad definitions, “most workers are employees.” This guidance used the economic realities factors to assert that if a worker is economically dependent on a company, they should likely be classified as an employee. The DOL and IRS also formed partnerships with many states (including Kentucky) around this time to share information and enforce misclassification laws. For instance, Kentucky’s Labor Cabinet signed a memorandum of understanding with the DOL to coordinate efforts in 2015, reflecting the growing pressure on employers who might be misclassifying workers to save costs.
  • 2018 – Tax Reform and the Gig Economy: An interesting development for independent contractors came with federal tax changes. The Tax Cuts and Jobs Act of 2017 (effective 2018) introduced a 20% tax deduction for qualified business income (IRC §199A). This gave many independent contractors (who report income on Schedule C or via pass-through entities) a potential deduction of up to one-fifth of their earnings, significantly reducing their taxes compared to previous years. This new perk made contractor status more financially appealing to some workers and businesses. At the same time, app-based gig work (Uber, etc.) boomed, sparking debates nationwide about whether gig workers are independent contractors or employees by law.
  • 2019 – California’s AB5 Makes Waves: Although a state law, California’s Assembly Bill 5 (AB5) in 2019 had a national ripple effect on the conversation about contractor status. AB5 adopted the strict “ABC test” for most workers, making it much harder to classify workers as independent contractors in California. Under the ABC test, a worker is presumed to be an employee unless (A) they are free from the hiring entity’s control, (B) they perform work outside the usual course of the hiring entity’s business, and (C) they are engaged in an independent trade or business of that type. This test caused concern in industries like beauty, where contracting and booth rental are common. In response, AB5 carved out special exemptions for licensed beauticians: cosmetologists, barbers, and estheticians can still be independent contractors if they set their own rates, schedule their own clients, process their own payments, have their own business licenses, etc. – essentially operating truly independent businesses. While Kentucky and most states did not adopt AB5, the law spotlighted the beauty industry’s unique independent contractor model and foreshadowed how different jurisdictions might handle the issue.
  • 2020 – COVID-19 and the CARES Act: The pandemic brought unprecedented changes in unemployment benefits. The CARES Act in 2020 created Pandemic Unemployment Assistance, which temporarily allowed self-employed individuals (independent contractors) to receive unemployment benefits during the crisis. This highlighted the typical exclusion of contractors from unemployment insurance in normal times. It also reinforced the importance of knowing your status – many beauty professionals who were classified as independent had not been paying into state unemployment systems, and thus normally wouldn’t qualify for benefits when salons shut down. The emergency measure was a rare bridge for that gap.
  • Late 2020 – Trump Administration’s Rule: In the closing days of 2020, the U.S. Department of Labor under President Trump issued the first-ever federal regulation defining independent contractor status under the FLSA. This rule, scheduled to take effect in March 2021, aimed to simplify and narrow the test. It emphasized five economic reality factors, but elevated two “core factors” above the others: (1) the nature and degree of the worker’s control over the work, and (2) the worker’s opportunity for profit or loss. If these two core factors suggested an independent contractor relationship, the rule made it more likely that the worker could be deemed a contractor. The idea was to provide clarity and arguably make it easier in many cases to classify workers as contractors. For example, a freelance makeup artist who set her own schedule and bore the risk of profit/loss might clearly qualify as an independent contractor under this test.
  • 2021 – Rule Rollback and Legal Battles: With a new administration in 2021, federal policy shifted again. The incoming Biden Administration’s DOL immediately delayed the Trump-era rule before it took effect and formally withdrew it in May 2021, signaling a return to the more worker-protective, multi-factor approach. However, industry groups sued, arguing the withdrawal of a duly issued rule was improper. In March 2022, a federal court in Texas ruled that the DOL’s withdrawal was unlawful, effectively reinstating the Trump-era rule. This created some confusion: for a period in 2022–2023, there was a question of which standard applied. The DOL maintained that it would proceed with new rulemaking rather than enforce the Trump rule. The legal tug-of-war underscored how unsettled the classification issue was at the federal level.
  • Late 2022 – Biden DOL’s New Proposal: The Biden Administration’s labor officials moved to replace the contractor rule with their own. In October 2022, the DOL proposed a new rule to restore a broader definition of employee under the FLSA. The proposal essentially sought to codify the traditional six-factor economic realities test (similar to what courts have used for decades) into regulations, and to ensure no one factor (like control or opportunity for profit) was given more weight than others. The message was clear: the administration wanted to “reduce the risk that employees are misclassified as independent contractors” and align with longstanding judicial precedent.
  • January 2024 – A New Final Rule: After reviewing public comments, the DOL issued a Final Rule in January 2024 (effective March 11, 2024) that officially rescinded the 2021 Trump-era rule. The new rule put in place a comprehensive six-factor test for determining employee vs. contractor status under the FLSA. The factors include: the worker’s opportunity for profit or loss, the investments made by the worker and employer, the permanency of the relationship, the degree of control by the employer, how integral the work is to the employer’s business, and the worker’s skill and initiative. Importantly, no factor is given special weight; it’s a totality-of-circumstances analysis focusing on whether the worker is in business for themselves (true independent contractor) or economically dependent on the employer (employee). This rule essentially returned federal policy to the historical norm, but now with the clarity of being in the Code of Federal Regulations. For beauty industry workers, this means the familiar common-sense questions remain: Does the salon control your work heavily? Do you rely on the salon for most of your income? Do you operate your own separate business? The answers guide your status under the FLSA.
  • 2024–2025 – Uncertainty and Shifting Winds: Even after the new rule took effect in March 2024, the story wasn’t over. Business coalitions and some freelance workers filed lawsuits challenging the DOL rule, arguing it could force independent workers into unwanted employment. Those cases are ongoing as of May 2025. Additionally, the political landscape shifted with the 2024 elections. A new administration and Congress in 2025 indicated a different regulatory philosophy. There is potential for the 2024 rule to be revisited or rolled back, depending on policy priorities. The takeaway: federal rules on independent contractor classification have seesawed with administrations, and professionals must stay alert to current standards. As of May 2025, the DOL’s six-factor totality-of-circumstances test is in effect, but continued legal challenges and political debates mean it’s wise to keep an eye on updates.

Kentucky’s Evolution: State Rules and the Beauty Industry

How has Kentucky handled independent contractor classification, especially for salon professionals? State laws come into play for areas like licensing, state taxes, unemployment insurance, and workers’ compensation. Kentucky generally mirrors the federal approach in many respects, but with some unique provisions tailored to the beauty field. Let’s walk through key points in Kentucky’s treatment of independent contractors:

  • Traditional Tests in Kentucky: For most of its history, Kentucky relied on case law and common-law principles to distinguish employees from independent contractors. For example, Kentucky courts traditionally looked at factors similar to the federal economic realities test or the common-law control test, depending on the context (whether it was a workers’ compensation case, an unemployment insurance claim, or another dispute). A central question has always been: does the hiring entity have the right to control how the work is done? If yes, the worker is likely an employee; if no and the worker is operating an independent business, they may be a contractor. Other factors considered include the nature of work, skill required, who provides tools/materials, length of the relationship, and whether the worker can profit from sound management of their work. These mirrored the federal multi-factor tests.
  • 2004 – Booth Renters Defined as Independent Contractors: A major recognition of the beauty industry’s practices came in 2004, when Kentucky passed a law specifically addressing cosmetologists and nail technicians who lease space in a salon. Under KRS 317A.160 (enacted in 2004), any licensed cosmetologist or nail tech who “leases or rents space” in a salon is deemed an independent contractor for purposes of the state cosmetology laws. In practical terms, this meant if you are a booth renter (renting a chair or booth in a salon) in Kentucky, the state Board of Cosmetology will treat you as an independent contractor business owner, and the salon owner is not held liable for your compliance with cosmetology regulations. This was a significant development because it acknowledged the common business model in our industry and gave salons some clarity and protection – as long as the relationship truly is a lease/booth rental, the state won’t treat the salon as your employer in terms of licensure oversight.
  • Separate Booth Rental Licenses (Past Practice): Following the 2004 law, the Kentucky Board of Cosmetology for many years required practitioners to obtain an “independent contractor” license if they were going to operate as booth renters. Essentially, a stylist might have a cosmetologist license and also a separate independent contractor license to be a booth renter. There were fees and annual renewals associated with that. However, this extra licensing step was often seen as redundant and burdensome. In recent years, Kentucky streamlined this process. By 2022, the Board eliminated the requirement for a separate independent contractor license. Now, a cosmetologist or other beauty professional can operate as a booth renter without needing an additional permit from the Board – you simply need your standard practitioner license and a clear rental agreement with a salon. This change reduced red tape and cost for beauty entrepreneurs. (It’s worth noting that salon owners still must ensure the booth renter’s regular license is valid and that they follow state regulations, but the notion of a special “IC license” is gone.)
  • Kentucky Wage and Hour Law: Kentucky’s wage laws (Kentucky Wages and Hours Act) generally follow the FLSA standards for minimum wage and overtime. The definitions of “employee” versus independent contractor in Kentucky wage law have been interpreted consistent with the federal economic realities test. In fact, in a case called Mouanda v. Jani-King International (decided by the Kentucky Supreme Court), the court adopted the FLSA’s economic reality analysis for determining employment status under state wage laws. This alignment with federal standards means that in wage disputes (like if a salon worker claims they were an employee owed overtime), Kentucky courts will examine factors such as control, investment, opportunity for profit, skill, etc., just like federal courts do under the FLSA. The key question: Is the worker economically independent (then contractor) or economically dependent on the business (then employee)?
  • Kentucky Unemployment Insurance (UI) and “ABC” Elements: For purposes of unemployment insurance taxes and benefits, Kentucky (like many states) has its own statutory test. Kentucky’s UI law leans on a test that includes elements of the “ABC test.” In general, if a business in Kentucky hires someone who doesn’t have their own employees or independently established business, the Office of Unemployment Insurance tends to presume that person is an employee for UI coverage. Two major considerations are (A) the right to control how the work is done and (B) whether the work is outside the usual course of the hiring business. If the worker is performing tasks that are part of the hiring company’s normal operations, and especially if the company could exercise control over the work, the UI division will likely deem that worker an employee, meaning the company should be paying unemployment insurance tax on their wages. For example, if a salon hires a receptionist or a hair stylist, that work is integral to the salon’s business, so those individuals would typically be employees, not contractors, for UI purposes. However, if a salon hires an outside specialist to revamp their website or to do a one-time interior design project, those tasks are outside the salon’s usual business and that worker might be a true contractor. Kentucky uses multiple factors and tests (including a “nature of the work” test and the classic control test) to make these determinations, aiming to prevent employers from avoiding UI taxes through misclassification.
  • Workers’ Compensation and Recent Court Clarification: Workers’ comp insurance is another area affected by classification. In Kentucky, employers must provide workers’ compensation coverage for their employees (with some exceptions), but not for independent contractors they hire. Given the independent nature of many beauty practitioners, there have been disputes over who counts as an employee in injury cases. A noteworthy development came in 2023 when the Kentucky Supreme Court addressed the standard for worker status in comp cases (Oufafa v. Taxi, LLC, 2023). Historically, different legal tests caused some confusion, but the state’s highest court decided to unify the approach: it adopted the economic realities test (the same multifactor test used for wage cases and by federal law) to determine if someone is an employee or contractor for workers’ comp purposes. The court essentially said that the fundamental inquiry is the worker’s economic dependence on the purported employer. If a beauty professional is essentially running their own business (bringing their own clients, setting their hours, handling their payments – as a booth renter typically does), they may be considered an independent contractor and would need to secure their own workers’ comp coverage. If they are, in reality, subject to the salon’s control and economically reliant on that salon, they could be deemed an employee entitled to the salon’s workers’ comp protection. This clarification is important for salon owners and independent stylists alike: it reinforces that simply calling someone a “contractor” isn’t enough – the actual working relationship must reflect true independence.
  • State Enforcement and Compliance: Kentucky has taken steps to enforce proper classification, though it has generally favored education and guidance. For instance, the Kentucky Education and Labor Cabinet provides guides and checklists for employers to self-audit their worker classifications. They pose questions like: Who sets the worker’s schedule? Who provides the tools and supplies? Can the worker incur a loss or realize a profit? Does the worker offer their services to the general public or just one salon? By answering these, businesses and workers can gauge the correct classification. In cases of flagrant misclassification (for example, a salon treating all workers as “chair renters” but dictating every aspect of their work), the state can impose back taxes (for unemployment insurance), penalties, and require the business to comply with wage laws (including paying any owed overtime or minimum wage shortfalls).
  • Licensing Laws and the 2025 Update: Staying licensed is non-negotiable in Kentucky’s beauty field, regardless of employment status. A very recent change as of June 2025 (Senate Bill 22) has tightened the rules: any salon or beauty establishment that allows an unlicensed person to practice can face immediate closure and severe penalties under a new strict liability law. While this is more about licensing than contractor status, it intersects with classification in a way – sometimes salons might be tempted to bring in unlicensed helpers “off the books” (a huge no-no). Kentucky’s new stance is to treat this as an immediate danger to public safety, with salons facing shutdown if caught. The message for schools and professionals is clear: proper licensure and following legal classifications go hand in hand. If you’re a salon owner, whether your worker is an employee or booth renter, they must be licensed or you risk your business. This underscores that government (state board and law enforcement) is a critical anchor of support and oversight, setting the standards that keep the industry safe and fair.

In summary, Kentucky’s approach has been to largely align with federal definitions for determining employee status, but also to explicitly accommodate the beauty industry’s independent contractor practices (through the 2004 law and removing extra licensing hurdles). The state expects salons and schools to maintain high compliance – ensuring everyone is licensed, insured, and properly classified. Kentucky professionals enjoy flexibility, but with that comes the responsibility to follow the rules. LBA plays a role in this ecosystem by educating students on these legal distinctions, so our graduates enter the field prepared to operate within the law whether they choose employment or self-employment.

Recent Developments (2024–2025): Tips, Taxes, and Overtime

The past year or two have brought significant policy moves that directly affect beauty professionals’ wallets and rights. As of May 2025, here are the current updates on labor and tax legislation that impact our industry:

  • “No Tax on Tips” – A New Break for Service Workers: In an exciting turn for service industry folks (including hairstylists, nail techs, barbers and anyone who earns gratuities), Congress is on the verge of eliminating federal income tax on tips. The No Tax on Tips Act gained bipartisan momentum in late 2024 and into 2025. In May 2025, the U.S. Senate unanimously passed this act, which would allow workers to exclude up to $25,000 in tips from their taxable income each year (for those earning below a certain high-income threshold). In plainer terms, if you make tips as part of your job, that tip money would no longer be counted when calculating your federal income tax – it would be tax-free income (though importantly, you would still pay Social Security and Medicare payroll taxes on it, since those fund your benefits). The proposal needs approval in the House and the President’s signature, but it has broad support and even a presidential campaign promise backing it, so many expect it to become law. What does this mean for beauty professionals? If you’re a stylist or esthetician receiving tips, you could keep more of what your clients give you. For example, if an employee cosmetologist earns $15,000 in tips in a year, that portion would not incur federal income tax once this law is in effect. It effectively boosts take-home pay without requiring salons to pay more. Salon owners won’t have to withhold federal income tax on tip reporting either (though they still must track and report tips as usual). There is some debate about the broader impacts – critics worry it might encourage employers to shift more pay to tips – but for now, it appears to be a welcomed relief for many working professionals. At LBA, we see this as a government support measure that rewards the hard work of our students and graduates in service roles. Actionable insight: Professionals should continue to properly report tips, but watch for this law’s enactment. It may be wise to consult with a tax advisor once it passes, to adjust your withholding or quarterly tax payments accordingly, and ensure you maximize this benefit.
  • Overtime Pay Protections and Changes: Overtime is a key labor protection – generally, employees must be paid 1.5 times their regular rate for hours worked beyond 40 in a week. However, certain employees can be exempt from overtime (for example, managers or professionals paid on salary above a specific threshold). In the beauty industry, many practitioners are paid hourly or on commission and are non-exempt (meaning they should get overtime pay if they work over 40 hours). Salon managers or school administrators, though, might be salaried and treated as exempt. In 2023–2024, there was a significant effort at the federal level to expand overtime pay coverage by raising the salary threshold for exemption. The DOL under the Biden administration finalized a rule to lift the salary cutoff from about $35,500 per year to approximately $58,000 per year in two steps (one step in 2024, then up to $58k on Jan 1, 2025). This would have meant millions more salaried workers nationwide automatically qualified for overtime pay when working long hours, unless their pay was raised above the threshold. For example, a spa manager earning $45,000 salary would have become eligible for overtime under that rule, requiring the employer to track hours and pay extra if they worked over 40 hours in a week. However, in late 2024 this rule was blocked by federal courts after challenges by some business groups and states. Judges ruled that the DOL exceeded its authority by making such a high jump in the salary level, echoing a similar court decision from 2016. By early 2025, with a change of administration, it’s expected that the appeal defending the overtime expansion will be dropped and the rule withdrawn. This means the federal salary threshold likely remains at $35,568/year ($684 per week) for now. In plain terms, as of May 2025, if you are a salaried worker in a salon or beauty school making less than about $35,500 a year, you must be paid overtime for over-40-hour weeks (unless you fall under a very specific exemption). If you make above that and have managerial or administrative duties, you might be exempt. Many beauty professionals are hourly or commission-based and should already receive overtime pay when due – that hasn’t changed. The saga of the overtime rule is still a lesson for our industry: always classify employees properly and pay attention to their hours. It’s also a reminder that labor protections can be strengthened or weakened with shifting policies. For now, any large-scale change to overtime eligibility is on hold. Actionable insight: Salon owners should ensure compliance with current overtime laws – for example, paying time-and-a-half to any non-exempt stylists or receptionists who work long weeks. Schools like LBA must also pay overtime to staff who qualify. Keeping good time records is critical. We also advise staying informed, as future administrations could revisit overtime rules again.
  • Other Federal Legislation to Watch: Beyond tips and overtime, there are broader labor law currents that could affect the beauty sector. One is the ongoing discussion around the Protecting the Right to Organize (PRO) Act, a proposed federal law that, among many labor reforms, would adopt an “ABC test” (similar to California’s) to define employees for union-organizing rights. If something like that passed in the future, it could potentially reclassify many contractors as employees under labor law, including booth renters for purposes of collective bargaining rights (though it wouldn’t automatically change their status under wage law or taxes). As of May 2025, the PRO Act has not become law, but beauty professionals should be aware of it in case it resurfaces. Another trend is state-level action: some states are increasing their minimum wages and narrowing exemptions for industries. While Kentucky’s minimum wage remains aligned with the federal level, any salon operating in multiple states needs to comply with each locale’s rules. For example, a chain with a location in a state like California or New York faces very different worker classification and pay regulations than in Kentucky. For our audience mainly in Kentucky, the focus is on our state’s laws and federal baseline rules, but being cognizant of the national landscape is wise for anyone considering mobility or online businesses serving clients across borders.

In summary, the current climate as of spring 2025 brings mostly good news for beauty professionals: likely relief on tip taxes and no new burdens on overtime (since the expansion was halted). Government – at both federal and state levels – is showing support by adjusting policies to help workers keep more income (in the case of tips) and by trying to ensure fair pay for extra hours (in the case of overtime, even though that change is in limbo). These are examples of the “government” anchor of support in action: laws and regulations that can boost or protect the livelihoods of our graduates. LBA stays engaged with these developments so we can educate our students on how to benefit from them and remain compliant.

The Three Anchors of Support: Family, Government, and School

At Louisville Beauty Academy, we believe that success in the beauty profession is propped up by three strong pillars of support:

  1. Family Support: Family – in whatever form it takes for you (parents, spouse, friends who feel like family) – is often the first source of encouragement and help for an aspiring beauty professional. Many of our students rely on their family’s emotional support, flexible childcare arrangements, or even financial help to get through school without taking on debt. In the context of independent contractor rules and business life, family can play a role too. For example, a family member might help a new graduate with a small loan to buy a starter set of cosmetology tools, or offer a spare room to use as a home salon space (if legally permitted), or simply cheer you on as you navigate the challenges of starting your own clientele. The beauty industry can demand irregular hours, especially when building a business – here family support is crucial for things like adjusting to late evenings or weekend work. Actionable insight: Don’t be afraid to lean on your family network when learning the ropes of the business side – whether it’s asking a sibling with accounting experience for help setting up your bookkeeping, or having a heart-to-heart with your household about your career goals. LBA encourages students to involve their families in understanding industry realities, including the financial and legal aspects, so that those closest to you can help reinforce your professional journey.
  2. Government Support (Federal and State): While it may sometimes feel like laws and regulations are obstacles, they are fundamentally meant to support a fair and thriving workforce. Government provides the legal framework that protects beauty professionals and consumers alike. At the federal level, this includes labor laws (like FLSA’s wage and overtime rules), tax laws (like the beneficial tip deduction likely coming, or the self-employment tax structure enabling contractors to contribute toward Social Security), and programs (such as Social Security, Medicare, small business loans, etc., which independent professionals can eventually benefit from). At the state level, government support is seen in licensing standards (which uphold the profession’s integrity and public trust), enforcement of wage laws so ethical salon owners aren’t undercut by those cutting corners, and even state-run programs like workforce development grants or scholarships. For instance, Kentucky has offered scholarships for vocational training in high-demand fields – a savvy beauty student might tap into such opportunities. Moreover, the state unemployment and workers’ comp systems, while sometimes seen as costs for employers, are safety nets for workers if things go wrong – as we saw during COVID when even independent contractors were temporarily supported. Government also supports through information: agencies publish guidelines (e.g., how to properly classify workers, how to start a business) which are free resources for everyone. Actionable insight: Beauty professionals and school owners should view regulators as partners in success. Stay informed about law changes (like the ones we discussed). Use government resources – read the state board’s newsletters, consult the Department of Labor’s small business compliance guides, and don’t hesitate to reach out to agencies with questions. Register your business properly, pay your taxes – these civic duties also open doors to benefits and a level playing field. When you play by the rules, the rules are there to protect you.
  3. The School (Education and Professional Community): The third anchor is the educational institution and its community – in our case, LBA itself and the network of alumni and industry contacts we cultivate. A school’s role doesn’t end at teaching technical skills; we are equally invested in teaching the business and compliance know-how that underpins a sustainable career. This report is one example: we aim to demystify complex topics like labor classification so our graduates don’t get tripped up by legal pitfalls. In addition, a school serves as an ongoing support hub. Need advice reviewing a salon’s booth rental contract before you sign? We encourage our alumni to reach back out. Not sure how to apply for your first business license or how to file taxes as a self-employed stylist? Our curriculum and mentorship can guide you (for instance, by bringing in guest speakers such as CPA professionals or having modules on career readiness that cover these topics). The school also often acts as a bridge to government – we keep track of changes at the state board, we relay those updates (as we’re doing here with the latest Kentucky regulations), and we instill the importance of abiding by them. Finally, the camaraderie and networking from school can’t be understated. Your peers and instructors form a professional family who can share experiences about different salon setups (employee-based salons vs. booth rental suites), refer opportunities to each other, and collectively raise awareness on rights and best practices. Actionable insight: Current students should take advantage of all the “extra” lessons available about professionalism, law, and finance – they are just as crucial as learning to do a perfect balayage or facial. Graduates should stay connected through alumni groups or social media; often, the answer to a question about “Should I be getting a 1099 or a W-2 from this place?” can be crowd-sourced from trusted colleagues who’ve been there, or you can ask your instructors even after graduation. At LBA, our door remains open. By staying engaged with your school community, you have a lifelong anchor to steady you as the industry evolves.

In essence, these three anchors – Family, Government, and School – work together. For example, a family might encourage a student to enroll and support them through it, the school provides the education and resources, and the government ensures that once the student becomes a professional, there are rules in place to protect their earnings and safety. When all three anchors hold, a beauty professional can truly thrive in a debt-free, empowering career.

Actionable Insights for Schools and Beauty Professionals

Navigating independent contractor rules and labor laws can feel daunting, but knowledge is power. Here are some practical takeaways and tips for different stakeholders in our beauty education field:

For Beauty Schools (like LBA) and Educators:

  • Integrate Business Education: Make sure your curriculum includes basic business and legal education. Students should graduate knowing the difference between being a salon employee versus a booth renter, how to read a contract, and how to budget for taxes. For example, we cover how independent contractors must set aside money for self-employment taxes and health insurance, whereas employees might have those handled via withholding and employer plans. By preparing students early, schools set them up for success and legal compliance.
  • Stay Current on Regulations: Schools should stay in close contact with state boards and industry associations to get ahead of changes (like new licensing rules or labor laws) and update their teaching materials accordingly. Consider sending periodic newsletters or hosting info sessions for alumni when big changes (like the No Tax on Tips Act) occur. This positions the school as a lifelong learning partner for graduates.
  • Model Compliance: Operate your school in exemplary compliance with labor laws. If you employ instructors, abide by wage and hour rules (pay overtime if applicable, etc.). If the school runs a student salon, ensure it follows state trainee regulations and does not inadvertently treat students as unpaid labor. By modeling best practices, schools impart the importance of professionalism. LBA, for instance, as a state-accredited institution, emphasizes proper documentation and pays its staff fairly – showing students that following the law and succeeding in business go hand in hand.

For Salon Owners and Managers:

  • Classify and Document Correctly: Decide which model your salon uses (employment or booth rental or a mix) and get it in writing. If you have employees, provide offer letters or employment contracts outlining hours, pay, and duties, and set up payroll with proper withholdings. If you offer booth rentals, use a clear booth rental agreement that spells out the independent contractor nature of the relationship – the renter pays a fee, has control over their services and scheduling, supplies their own products, etc. This document can be crucial if there’s ever a dispute or audit. The checklist from our earlier workers’ comp article is helpful: have written contracts, issue Form 1099-NEC to each contractor earning over $600, do not impose control over their work as if they were employees, and ensure every practitioner (employee or contractor) has a current license.
  • Provide (or Require) Insurance: Protect your business and your workers by handling workers’ compensation proactively. Either cover everyone (employees and contractors) under a policy you buy – which eliminates confusion and risk – or, if you have booth renters, require each of them to carry their own liability and (if possible) their own workers’ comp policy, providing you a Certificate of Insurance. This not only is a good business practice, it also reinforces the independent contractor status (a true independent business owner would have their own insurance).
  • Embrace Compliance as Competitive Advantage: Instead of viewing labor laws as a burden, see them as a way to stand out. A salon that, say, doesn’t tax tips (when the law allows it) and properly pays overtime will attract talent and build trust with workers. Compliance can save you from costly lawsuits and build a positive reputation. For example, if a salon has been misclassifying workers and gets caught, it could owe back wages and taxes that cripple the business. It’s far better to “do it right” from the start. Many clients also appreciate knowing the businesses they patronize treat workers well – an ethical salon can be a selling point in marketing.

For Beauty Professionals (Students, Stylists, Technicians):

  • Know Your Status and Rights: When you start a new job or rental, clarify: will you be an employee or an independent contractor? If you’re handed a Form W-4 to fill out, you’re being hired as an employee (taxes will be withheld, and you’ll likely be under more control – set schedule, house rules, etc.). If you’re asked to sign a booth rental agreement and no taxes are taken from your pay, you’re a self-employed contractor. Understand what each means. Employees: you have rights like minimum wage (so if you’re on commission, the salon must top you up if commissions don’t equal at least minimum wage for hours worked), overtime pay if over 40 hours, employer contributions to your Social Security and Medicare, possibly benefits or unemployment coverage, etc. Contractors: you can set your own hours and often pricing, but you must handle all your own taxes and get no overtime premium – your earnings are purely based on your service prices and tips. If something feels off – for example, if you’re labeled a contractor but the salon dictates your every move and pay structure – that’s a red flag of misclassification. Don’t hesitate to ask questions or seek advice (from mentors, the state board, or even an attorney) if unsure.
  • Keep Good Financial Records: If you are an independent contractor, treat yourself like the small business you are. That means keeping track of your income (service fees, product sales, tips) and your expenses (products you buy, chair rental fees, license fees, tools, mileage if you make house calls, etc.). There are many apps and software to simplify this. By tracking, you can not only stay on top of your tax obligations (and benefit from deductions on those expenses), but also evaluate if your venture is profitable. Quarterly estimated tax payments to the IRS and state may be necessary – budgeting for that is crucial so you’re not hit with a surprise tax bill. On the other hand, if you’re an employee, check your pay stubs – ensure overtime is paid when due, and verify that your tips (if on payroll) are correctly reported. It’s ultimately your livelihood; understanding the numbers is part of professional responsibility.
  • Continue Education on Business Skills: The learning shouldn’t stop at graduation. The best beauty professionals combine creative skill with business savvy. Take advantage of workshops on topics like social media marketing (to build your clientele), personal finance for entrepreneurs, or advanced technique courses that can allow you to charge higher rates. Being knowledgeable about the latest legislation (like the new tip tax rules) can also give you an edge – for example, if tips become tax-free, perhaps you might initiate a marketing push promoting tipping or adjust how you handle tips versus service charges. Staying informed through industry publications, webinars, or alumni events can keep you ahead of the curve. Remember, your career is a small business in itself – treat it with the same diligence.

For Family Members of Beauty Students/Professionals:

  • While not often addressed, families can actively contribute to a beauty professional’s success. Encourage your loved one to talk about what they’re learning in school, and take an interest in the business side of their training. Families can help graduates set up a basic budget, plan for the purchase of equipment, or even serve as practice clients for honing skills. If the beauty professional in your family is opening an independent studio or renting a booth, consider helping them with the initial setup or being a sounding board for their pricing strategy. Also, be patient and understanding during their early career – incomes can be unpredictable at first, and support at home can relieve some pressure as they grow their business. Essentially, families serve as the silent partners in many beauty careers, and recognizing that role can make the journey smoother for everyone.

By focusing on these practical steps and insights, schools and beauty professionals can ensure that the evolution of laws and rules – rather than being scary – becomes something you’re prepared for. Knowledge of the history and current rules is empowering: it lets you adapt your strategies, remain compliant, and even leverage new laws to your benefit (like enjoying that tax break on tips or properly negotiating a booth rental knowing you’ll control your schedule fully). In the beauty world, talent and creativity are vital, but so is being a smart businessperson. Our goal at LBA is to produce graduates who are well-rounded professionals – artists with acumen. We hope this deep dive into independent contractor classifications and related labor laws has demystified the subject and provided actionable guidance for all our readers.

Conclusion: Embracing the Future with Confidence

The landscape of independent contractor rules – federally and in Kentucky – has shifted over time, but one constant remains: the beauty industry thrives on a blend of independence and community. We’ve seen how laws from as far back as the 1940s shape whether a salon worker is treated as an entrepreneur or an employee. We traced how Kentucky acknowledged the independent spirit of cosmetologists with its 2004 booth rental law, and how current efforts (like tax relief on tips and strengthened overtime standards) seek to uplift those working hard in salons and spas.

For Louisville Beauty Academy, this journey isn’t just a history lesson – it is living knowledge that informs how we teach and support our students. Our debt-free model, sans federal funding, is a deliberate choice to keep education accessible and to encourage a mindset of financial responsibility. It also symbolizes a kind of independence that mirrors the entrepreneurial path many of our graduates will take. But “independence” never means going it alone. With family by your side, a fair government framework at your back, and your school as a lifelong coach, you are anchored securely no matter how choppy the waters of policy or economy might get.

As of May 2025, the rules will continue to evolve – they always do. But you now have a detailed map of where we’ve been and where things stand. Use it to navigate your career decisions: choose work arrangements that suit your goals, assert your rights confidently, and fulfill your obligations diligently. Whether you become a salon owner who rents out booths, a stylist building a clientele in a traditional employment setup, or an educator or product rep in the beauty field, understanding these classification rules will help you avoid pitfalls and seize opportunities (such as tax advantages or eligibility for programs).

In the end, being a beauty professional today means being both creative and informed. By grasping the evolution of independent contractor laws, you’re not just keeping yourself out of trouble – you’re optimizing your professional life. You can structure your earnings in the most tax-advantaged way, comply with laws proactively (earning you respect and peace of mind), and maybe even influence the future by participating in industry advocacy (for instance, salon associations often lobby on things like tip taxation and licensing requirements – the voices of professionals matter).

Louisville Beauty Academy will continue to monitor changes and distill what they mean for our LBA family. We’re proud to stand at the intersection of education, industry, and public policy to ensure that our students and alumni – as well as all Kentucky beauty professionals – have the clarity and confidence to flourish in their careers. The beauty business should be empowering, and that extends beyond the salon chair to the legal and financial foundation beneath it.

Empowered with knowledge, supported by family, guided by sensible government policies, and backed by your school – you are prepared to succeed as a beauty professional in Kentucky and beyond. Keep this guide handy, stay curious, and remember that learning is a lifelong process. As you shape the world around you with your creativity, don’t hesitate to also shape it by demanding fairness, embracing changes, and lending support to the next generation that will follow in your footsteps. Here’s to a bright and secure future for all our stylists, barbers, makeup artists, nail techs, and beauty entrepreneurs – you make the world more beautiful, and you deserve a system that lets you shine.


References

  • Glum, J. (2025, May 21). No tax on tips 2025: When will it start? Money. Retrieved from https://money.com/no-tax-on-tips-eligibility-start-date/
  • Maynard Nexsen. (2024, February 21). DOL issues final rule on classification of independent contractors. Retrieved from https://www.maynardnexsen.com/publication-dol-issues-final-rule-on-classification-of-independent-contractors
  • U.S. Department of Labor. (2024, April 23). Biden-Harris administration finalizes rule to increase compensation thresholds for overtime eligibility, expanding protections for millions of workers [Press release]. Retrieved from https://www.dol.gov/newsroom/releases/whd/whd20240423-0
  • Reuters. (2024, December 30). Another judge blocks Biden rule expanding overtime pay. Retrieved from https://www.reuters.com/legal/litigation/another-judge-blocks-biden-rule-expanding-overtime-pay-2024-12-30/
  • Kentucky Revised Statutes § 317A.160 (2004). Cosmetologist and nail technician lessees as independent contractors – Limitation of salon operator’s liability. (Enacted by Ky. Acts 2004, ch. 9, § 2). Retrieved from Justia website: https://law.justia.com/codes/kentucky/2017/chapter-317a/section-.160/
  • Lockaby PLLC. (2023, November). Is it time to face economic reality? Kentucky Supreme Court adopts economic realities test for classifying employees in workers’ compensation cases [Blog post]. Retrieved from https://lockabylaw.com/blog/2023/11/is-it-time-to-face-economic-reality-kentucky-supreme-court-adopts-economic-realities-test-for-classifying-employees-in-workers-compensation-cases/
  • Louisville Beauty Academy. (2023, April 17). Important update from the Kentucky Board of Cosmetology – April 17, 2025 [Blog post]. Retrieved from https://louisvillebeautyacademy.net/important-update-from-the-kentucky-board-of-cosmetology-april-17-2025/
  • Louisville Beauty Academy. (n.d.). Workers’ compensation in the beauty industry: What every Kentucky salon and school needs to know [Blog post]. Retrieved May 22, 2025, from https://louisvillebeautyacademy.net/workers-compensation-in-the-beauty-industry-what-every-kentucky-salon-and-school-needs-to-know/
  • Nolo. (n.d.). Exempt job categories under California’s AB5 law [Legal encyclopedia article]. Retrieved May 22, 2025, from https://www.nolo.com/legal-encyclopedia/exempt-job-categories-under-californias-new-ab5-law.html
  • Kentucky Education & Labor Cabinet. (n.d.). Employee or independent contractor guide. Retrieved May 20, 2025, from https://elc.ky.gov/Workers-Compensation/Pages/Employee-Independent-Contractor-Guide.aspx

Disclaimer:

Louisville Beauty Academy (LBA) provides the information shared here exactly as it is at the time of publication. Labor laws, tax regulations, and independent contractor classification rules frequently change, so while we aim for accuracy and thoroughness, this content reflects research and developments only up to the date it is posted. As laws and policies evolve, please verify current regulations through official state and federal sources. This material serves primarily as historical context and educational guidance for industry professionals and students.

A Step Toward Inclusion: Kentucky State Board of Cosmetology Website Now Supports Multilingual Access for All Communities – MAY 2025

May 2025 — Louisville, KY
At Louisville Beauty Academy, a Kentucky state-licensed and state-accredited beauty college, we are filled with gratitude and optimism as we witness meaningful progress from the Kentucky Board of Cosmetology in promoting inclusion, communication, and community engagement.

This year has already marked several historic and hopeful milestones, beginning with the passage of Senate Bill 14, which helped usher in broader cultural awareness and diversity representation in Kentucky’s licensing system. For the first time in our state’s history, licensed nail technician and esthetician professionals were appointed as representatives to the Board, reflecting the rapidly growing influence and workforce need in these vital specialties.

As of May 2025, a newly appointed Board — along with a new Executive Director — has signaled a refreshing commitment to positive, community-centered implementation. From updated communication to collaborative outreach, the tone and mindset have shifted toward one that listens, learns, and leads with inclusion.


🌐 A Small but Powerful Step: Multilingual Website Support

One of the most symbolic gestures this month has been the intentional addition of a multilingual translation plugin on the Kentucky Board of Cosmetology’s official website. While browser-based translation tools have existed for years, the act of embedding this functionality on the Board’s website is a visible commitment to equity — especially for the many Vietnamese, Spanish-speaking, and multilingual professionals who make up a vibrant and essential part of Kentucky’s beauty industry.

At LBA, where many of our students speak English as a second language, this effort is not just helpful — it’s deeply meaningful. It signals to every professional and student, “You belong here. Your language, your voice, and your safety matter.”


👏 Celebrating Kentucky — A Place Where Beauty and Advocacy Meet

We are proud to call Kentucky home — a state that is growing, learning, and embracing the richness of its diverse communities. At Louisville Beauty Academy, we believe that beauty is more than skin deep. It’s about respecting every worker, uplifting each voice, and ensuring that our regulations are fair, safe, sanitary, and supportive of the communities they serve.

As always, Louisville Beauty Academy continues its mission to:

  • Advocate for beautiful regulation that supports both safety and fairness;
  • Share timely updates, regulatory changes, and community stories with transparency;
  • Empower students and professionals to rise with knowledge, integrity, and confidence.

We remain a bridge between the community and the state — working hand in hand with regulators, educators, salons, and students to build a better, safer, and more beautiful Kentucky.


🙏 With Deepest Gratitude

To the Kentucky Board of Cosmetology, its members, staff, and leadership — we thank you for every effort made toward inclusivity and public service. You are shaping not just the future of cosmetology in Kentucky, but the lives of thousands of professionals, families, and small business owners.

To our students, graduates, and community — let us continue to rise, advocate, and serve. Together, we are Kentucky.


Louisville Beauty Academy
📍 Louisville, Kentucky
📩 info@louisvillebeautyacademy.net
🌐 www.LouisvilleBeautyAcademy.net

Disclaimer:
Louisville Beauty Academy shares this information as a public service and educational resource. We make no guarantees regarding the accuracy, completeness, or continued availability of content provided by external sources such as the Kentucky Board of Cosmetology. The presence of third-party features, including translation plugins, does not constitute endorsement, partnership, or certification by Louisville Beauty Academy. All information is shared “as-is” for informational purposes only. For official guidance, licensing, or regulatory decisions, please consult the Kentucky Board of Cosmetology directly at https://kbc.ky.gov.

Understanding Beauty School in Kentucky: The Truth About Clock-Hour Education — and Why Louisville Beauty Academy Gives You Zero Reason to Fail

At Louisville Beauty Academy (LBA), we often meet prospective students who are confused about how beauty school works. Many expect something similar to high school or college: fixed class schedules, mandatory lectures, and a semester system.

But Kentucky beauty schools don’t operate that way. Beauty education in this state is governed by a clock-hour system regulated by the Kentucky State Board of Cosmetology—and understanding this system is key to your success.

This article clears up common misunderstandings and explains why Louisville Beauty Academy is one of the most innovative, flexible, and supportive schools in Kentucky, using technology and one-on-one instruction to empower students to succeed at their own pace.


📚 What is a “Clock Hour” Beauty School? (According to Kentucky Law)

Under Kentucky Revised Statutes and Administrative Regulations, beauty schools must operate on a clock-hour system, not a credit-hour system. Students must complete a state-mandated number of supervised, in-person training hours to qualify for licensure.

Here are the current minimums for popular programs:

  • Nail Technician License – 450 hours
  • Esthetics License – 750 hours
  • Cosmetology License – 1,500 hours
  • Shampoo Styling License – 300 hours

Schools must track each student’s hours using an approved timekeeping method, and hours must be reported to the Kentucky State Board of Cosmetology within the first 10 days of each month for the previous month’s attendance.

There are no shortcuts. You must complete all required hours.
There is flexibility. You are not required to attend at fixed times.


🕰️ Do Beauty Schools Have Structured Class Times?

This is the biggest misunderstanding—and where Louisville Beauty Academy shines.

Unlike traditional schools, clock-hour beauty schools like LBA do not require fixed daily class schedules. Instead, students are free to build their own schedules within the school’s operating hours.

LBA is open Monday–Friday, 8:00 AM to 6:00 PM.
Within that window, students may:

  • Clock in and out at their convenience
  • Study theory using our state-approved systems
  • Receive one-on-one or group instruction
  • Complete practical (hands-on) hours
  • Progress at their own pace

This means you can attend full-time, part-time, or on a flexible basis, depending on your availability and how quickly you want to finish your program.


🎓 Is There Any Instruction or Do I Study Alone?

Absolutely not—Louisville Beauty Academy (LBA) is one of the most instruction-rich beauty schools in the state, offering unmatched access to education, mentorship, and modern learning tools.

Students at LBA have access to:

Licensed instructors available all day, every day, during business hours
Optional structured class sessions throughout the day
One-on-one instruction by request, at no extra charge
Hands-on lab training and live skill demonstrations
Milady CIMA by Cengage, the official Kentucky State Board-aligned digital theory system
LBA’s proprietary online learning platform, updated weekly with study guides and digital prep
Practice exams, test simulations, and unlimited online theory review

📘 Plus — Louisville Beauty Academy is one of the only beauty schools in the region to publish its own professionally authored series of complimentary educational books. These books go beyond standard curriculum, reinforcing student knowledge with real-world insights, exam guidance, licensing tips, and cultural context. They are available in print and digital form, and students use them alongside state-required content to excel far beyond exam requirements.

Unlike schools that rely solely on scheduled lectures or outdated textbooks, LBA uses a blended learning model that combines traditional hands-on practice with technology-assisted, AI-supported, on-demand theory education.

This multi-layered approach ensures every student—regardless of learning style, background, or schedule—has everything they need to succeed from the first day to licensure and beyond.


🤖 A Modern Approach to Beauty Education

Louisville Beauty Academy believes that education should serve the student—not the other way around. That’s why we’ve built a state-of-the-art learning model that blends:

  • AI-enhanced digital curriculum
  • Weekly-updated study materials
  • Real-time instructor support
  • Unlimited test prep
  • Flexible scheduling
  • Full transparency with no hidden costs

Students don’t have to wait for the next lecture. If they’re ready to learn, everything is available now—in class, online, and with personal support.


🧠 Who is This Ideal For?

Our model is ideal for:

  • Working professionals who need flexible hours
  • Parents and caregivers with changing schedules
  • Fast learners who want to complete hours quickly
  • Students who need more time and one-on-one support
  • Immigrants and non-native English speakers who benefit from custom-paced learning
  • Anyone serious about getting licensed without traditional debt

✅ Legally Compliant. State-Approved. Built for Student Success.

Every program offered at LBA is:

  • Fully licensed by the Kentucky State Board of Cosmetology
  • Legally structured as a clock-hour vocational training program
  • Transparent about tuition, attendance, and progress expectations
  • Compliant with all monthly reporting requirements

Our school is also a leader in student outcomes, job placement, and skill-based instruction, with hundreds of successful graduates working across Kentucky and beyond.


🚫 There’s Almost Zero Reason to Fail—Unless You Choose To

At Louisville Beauty Academy, we offer:

  • Daily instructor access
  • One-on-one guidance anytime
  • On-demand learning through Milady CIMA
  • Constant encouragement and support
  • A fully guided path from Day 1 to Licensure

You control your schedule. You control your pace. We walk with you every step of the way.

Unless a student chooses not to attend, not to engage, or not to participate, there is virtually no reason to fail at LBA.


📞 Ready to Learn More?

Text us at 502-625-5531
Email: study@LouisvilleBeautyAcademy.net

Come tour the school. Ask every question.
Let us show you how beauty school should work—for you.

Disclaimer:
This article is for informational purposes only and does not constitute legal, licensing, or educational advice. All training programs at Louisville Beauty Academy (LBA) are governed by the Kentucky State Board of Cosmetology, and all students must meet the required state licensing criteria, including the completion of approved clock hours, practical skills, and passing applicable examinations. While Louisville Beauty Academy provides comprehensive support and resources, individual success depends on the student’s attendance, effort, and commitment. The phrase “zero reason to fail” reflects the Academy’s support model but does not imply a guarantee of licensure or graduation. Policies and program structures are subject to change in accordance with state law and regulatory requirements.

Louisville Beauty Academy: Building a Legacy of Love, Service, and Expansion

At Louisville Beauty Academy (LBA), we don’t just teach beauty—we live it. In a world filled with noise and rush, we slow down to serve, to connect, and to give. And through that giving, we grow—not just as professionals, but as human beings.

LBA is now honored to serve as a pillar in the groundbreaking NABA Love Housing ecosystem, a visionary model that unites affordable housing, healthcare, food access, and dignity-filled beauty services for the elderly, disabled, and underserved. Within this powerful system, Louisville Beauty Academy plays a central role by offering 100% free beauty services—manicures, pedicures, hairstyling, facials—delivered with compassion and skill by our students.

But what makes this even more special is how our students serve.

They don’t just log clock hours for state board licensing requirements.
They earn volunteer hours—real acts of love that count toward their growth and contribution to society.
They don’t just observe service.
They do it with us—guided side-by-side by instructors who lead with heart, not just curriculum.

And as an institution, LBA donates up to 30% of its income directly to support this ecosystem. Why? Because we believe in a future where beauty education isn’t just profitable—it’s purpose-driven, sustainable, and rooted in humanity.

This is an invitation to those who feel called to build something lasting:

  • To own and operate your own school, as part of this growing movement
  • To join a community that’s about more than skill—it’s about service
  • To be part of a system that prioritizes love, care, and expansion through impact

We don’t grow by chasing money. We grow by creating value through service. That’s the Louisville Beauty Academy way.

Whether you’re a student, a dreamer, or a future school owner—we welcome you.
Not just to learn, but to lead through love.

📩 For ownership, partnership, or program inquiries:
study@louisvillebeautyacademy.net
📞 Text or Call: 502-625-5531

🌐 www.LouisvilleBeautyAcademy.net

A Badge of Purpose and Vision

This photo captures a meaningful moment for Di Tran, founder and CEO of both the New American Business Association Inc. (NABA) and Louisville Beauty Academy (LBA), and the visionary behind Di Tran University and Di Tran Enterprise.

As a presenter at the 2025 Optimal Aging Conference, hosted by the UofL Trager Institute and Republic Bank Foundation Optimal Aging Clinic, Di Tran shared the NABA Love Housing model—a fully integrated and replicable community care system designed to serve both low-income and self-funded seniors through:

🏡 NABA – lean-built, HUD-funded, and Section 8-supported affordable housing
💅 Louisville Beauty Academy – free daily beauty and wellness services by students earning both licensing and volunteer hours
💊 Kentucky Pharmacy – on-site Medicare/Medicaid-backed healthcare with AI-powered safety monitoring

The research powering this visionary approach originates from Di Tran University, where current and future studies focus on optimizing the intersection of housing, health, wellness, and human connection. It’s the think tank behind the movement—turning love and service into data-driven, sustainable models.

From a mud hut in Vietnam to the stage at the University of Louisville, Di Tran now builds systems to uplift others—combining purpose, efficiency, and deep care for the human spirit.

“You Have Zero Reason to Fail—But Yourself.”At Louisville Beauty Academy, We Walk With You—Not Just Teach You.

At Louisville Beauty Academy, we’ve seen it all—and we welcome it all.

We’ve had students who worked privately on the side for 20+ years without ever getting licensed—unknowingly doing so illegally. When they finally found us, they were still unsure, still scared. But we welcomed them, walked them through every step, and helped them finally do what they were born to do—legally, confidently, and proudly.

We’ve had parents bring their freshly graduated 18-year-old children to our doors, full of hope, only to see them run off—not because they lacked ability, but because they were scared of what they didn’t know. And that’s okay. Fear is real. But so is family. And we are family here.

We’ve had 75-year-olds walk through our doors—licensed cosmetologists and instructors from Puerto Rico, Latin America, Asia, and more—who had been in this field for over 30 years. Because their license couldn’t transfer to Kentucky, they came back to school. They sat in class beside 18-year-olds. They smiled, they studied, they passed, and they proved that it’s never too late.

We’ve had thousands of students who didn’t speak a word of English. They looked around, unsure of how they would ever finish the program. But they stayed—and they succeeded. Why?

Because at Louisville Beauty Academy, language is not a barrier. Fear is not a wall. And paperwork is not a punishment. We use translators, yes—Google Translate, written communication, text messages, verbal patience. But more than that—we use heart. Our administrators and instructors go 10 extra steps for every student. We don’t ask, “What’s your problem?” We ask, “How can we walk with you?”

We are the most affordable, the most flexible, and the most technologically advanced beauty school in Kentucky. But beyond that—we are the most human.

We say it clearly:
“You have ZERO reason to fail—but yourself.”

And even then—we know how to help you win that battle too.
We’ve helped so many who couldn’t overcome their own self-doubt. And we’ll be honest—if they couldn’t do it with us, they likely couldn’t do it anywhere. Because we do not give up. Not on our students. Not on people.

We do not “teach” in the old way.
We guide, because teaching is no longer enough.
Technology teaches faster. AI teaches smarter.
But only humans can guide with heart.
Only family can walk with you through life’s hesitation.

And that’s who we are.

Our founder, Di Tran, was born in a mud hut in Vietnam. He came to America with nothing. He has worked 7 days a week for over 20 years—by choice. Not out of necessity, but out of love. His life’s purpose is to elevate others, because that is where he finds his joy, and that is how he walks closer to God.

If you are scared, uncertain, or a parent unsure of what your child should do—come visit us. Just come for a tour. Come feel what it’s like to be in a place that truly cares. A place where students aren’t judged, they are embraced.

A place where:

“Yes, I can,”
becomes
“I Have DONE It.”

Text us at 502-625-5531 or email study@LouisvilleBeautyAcademy.net
We are here. Always have been. And we will walk with you—all the way.

May 2025 Nationwide Cosmetology Deregulation Report: A 5-Year Legislative Review Across All 50 States – Published by Louisville Beauty Academy, Kentucky’s Center of Excellence in Beauty Licensing, Policy, and Education Reform

Disclaimer (to be placed at the top or bottom of the publication):

Disclaimer: This research report is provided by Louisville Beauty Academy (LBA) as a public educational resource to inform policymakers, educators, and beauty professionals about ongoing trends in cosmetology regulation across the United States. While every effort has been made to ensure accuracy, the content reflects publicly available information as of May 14, 2025. LBA does not advocate for or against specific legislation but rather seeks to elevate the quality and accessibility of beauty education through informed discussion. This document does not constitute legal advice or official regulatory guidance.

Cosmetology Board Deregulation and Reform (2020–2025)

Summary of State Deregulation Legislation (2020–2025)

StateBill (Year)StatusKey Provisions
ArizonaHB 2031 (2025) – Boards and Commissions; RepealFailed (House floor, Feb 26, 2025)Sought to abolish the Barbering & Cosmetology Board, deregulating those professions entirely . Part of a broader “DOGE” initiative to repeal 8–10 boards as government waste.
IowaHF 711 (2025) – Barbering & Cosmetology Establishment TrainingEnacted (Passed House 67–29; Senate 30–20 in May 2025)Creates an “establishment training program” allowing salons/barbershops to employ unlicensed trainees for cosmetology/barber services, provided the salon registers a training program and informs clients of the trainee’s status . Simplifies school requirements and updates course of study. (Awaiting Governor’s signature as of May 2025.)
MinnesotaSF 2898 / HF 3202 (2020) – Hair/Makeup Artist ExemptionEnacted (Signed May 2020; eff. July 1, 2020)Exempts hair styling and makeup services from licensure if practitioners complete a one-time 4-hour health and safety course . Allows unlicensed individuals to shampoo, blow-dry, and style hair (no cutting or chemicals) and apply makeup without a full cosmetology license . Enabled freelance artists to work at weddings, proms, etc., preserving an estimated 1,000 jobs .
UtahSB 87 (2021) – Blow Dry Bar Licensure ExemptionEnacted (Signed March 2021)Exempts “blow-dry styling” (washing, drying, styling hair with hot tools, with no cutting or chemical services) from cosmetology licensing . Unlicensed individuals must instead obtain a simplified hair safety permit after completing a brief safety course . A middle-ground approach to deregulate blow-dry bars while maintaining basic sanitation training.
OklahomaHB 2141 (2024) – Blow-Dry Styling ActEnacted (Signed May 2024)Creates a “blow-dry styling” carve-out from licensing . Individuals may shampoo, condition, dry, and style hair (including using hot tools and adding extensions) without a cosmetology license. Requires completion of instruction in general sanitation and safe use of styling devices, after which a certificate (hair safety license) is issued .
TexasHB 1560 (2021) – TDLR Sunset Licensing RevisionsEnacted (Eff. Sept 2021)Merged the Barbering & Cosmetology boards and license structures . Consolidated overlapping licenses (e.g. combined cosmetology and barber establishment licenses into one) . Eliminated certain licenses deemed unnecessary – e.g. barber/cosmetology instructor licenses and wig specialty licenses were repealed . Aimed to reduce duplication, streamline oversight, and lower barriers to entry in the industry .

SB 101 (2025) – Blow-Dry Licensing RepealProposed (Filed Dec 2024; in committee)Would remove the licensing requirement for blow-dry styling services in Texas . Permits anyone to wash and blow-dry hair without obtaining the 1,000-hour cosmetology license. Proponents argue blow-drying is a routine, low-risk service being over-regulated, and deregulation would cut unnecessary training costs for stylists . (Similar Texas bills in 2017 sought to cut full cosmetology hours from 1,500 to 1,000 .)
CaliforniaSB 803 (2021) – Cosmetology Reform ActEnacted (Chapter 648, signed Oct 2021)Comprehensive reform via sunset review. Reduced training hours for a cosmetologist license from 1,600 to 1,000 hours (barber from 1,500 to 1,000) . Eliminated the practical exam requirement (written exam only) . Created a new 600-hour hairstylist license for non-chemical hair services (shampooing, styling, cutting without chemicals) . Expanded scope for estheticians (allowed lash/brow tints), and increased board size for broader industry representation .

AB 625 (2025) – Barbering & CosmetologyProposed (Amended in Assembly, hearing pending)Would remove basic hair care and styling from the licensed scope of cosmetology/barbering. Specifically, it repeals the new hairstylist license and excludes practices like arranging, cleansing, shampooing, curling, and waving hair from the definitions of cosmetology/barbering . Unlicensed individuals could perform those services in establishments if they post notice of their unlicensed status to consumers . (Aimed at deregulating salon shampooers and blow-dry specialists; maintains licensure only for chemical services and cutting.)
PennsylvaniaSB 1031 (2024) – Natural Hair Braiding Licensure RepealEnacted as Act 100 (Signed Oct 16, 2024)Eliminated the cosmetology licensing requirement for natural hair braiders . Previously, PA required braiders to complete 300 hours of cosmetology school and obtain a license ; this act exempts hair braiding from the Cosmetology Law entirely. Braiders can now practice freely (no 300-hour training), aligning PA with 30+ other states that have deregulated braiding . The law recognizes braiding as a cultural practice and removes “unnecessary barriers” to entrepreneurship .
North CarolinaSB 656 (2025) – Cosmetic Art DeregulationProposed (Filed Mar 2025; in committee)Omnibus deregulation bill to exempt three specialties from licensing: natural hair care (braiding, twisting, etc.), blow-dry styling, and makeup artistry . Converts the existing mandatory Natural Hair Care license (300-hour requirement) into an optional voluntary certificate . Practitioners of the exempt services could operate without a license if they complete a one-time 4-hour sanitation course approved by the Board . The bill also expands allowed settings for practice (e.g. permitting services in homes, events, nursing homes, etc., beyond licensed salons) . (Pending as of mid-2025.)
South CarolinaH 3483 (2025) – Blow-Dry Services ExemptionProposed (Prefiled Dec 2024; in committee)Defines “blow-dry styling” in state law and exempts persons providing blow-dry styling services from cosmetology/barber licensure . Blow-dry styling is limited to shampooing, conditioning, drying, and styling hair (including use of extensions and wigs) without cutting or chemical treatments . The bill amends SC’s barbering and cosmetology chapters to carve out blow-dry services as an unlicensed activity, recognizing it as distinct from full cosmetology. (Pending in 2025 session.)
OhioHB 238 (2024) – Cosmetology and Barber Board ReformsEnacted (Signed Jan 2025)A broad deregulation package arising from sunset review . Expanded the 450-hour “natural hair styling” license to include haircutting in its scope (creating one of the lowest-hour pathways to cut hair in the U.S.) . Added shampooing and rinsing to the list of exempt “boutique services”, meaning salon shampoo assistants no longer need any license (just simple registration) . Removed the competitor-affidavit requirement for boutique registrants (previously braiders, threaders, makeup artists had to obtain a signed attestation from a licensed cosmetologist) – now they can work by simply registering their contact info with the Board . Overall, the law repealed “scores of regulations” to eliminate red tape while keeping basic health/safety rules .

Table: Key recent bills (2020–2025) impacting state cosmetology boards and licensing. Includes full board elimination attempts and partial deregulation measures like license exemptions for blow-dry bars, makeup artists, hair braiders, reduced training hour requirements, and board consolidations. Sources: state legislative records and industry reports .

State-by-State Developments (2020–2025)

Below we detail each state’s significant legislation regarding cosmetology board powers, licensing requirements, and deregulation efforts over the past five years:

Arizona:

Eliminating the Board – Failed Effort

Arizona saw an aggressive push to dissolve its Board of Barbers and Cosmetology in 2025. House Bill 2031, dubbed the “Arizona DOGE” bill, proposed repealing the state’s Barbering & Cosmetology Board entirely . This was part of a broader bill by Rep. Alex Kolodin (R) to eliminate eight regulatory boards deemed wasteful. HB 2031’s passage would have deregulated all barbering and cosmetology work – meaning no state license would be required to cut, color, or style hair in Arizona . Industry stakeholders sounded alarms that abolishing the board could endanger public health (due to lack of sanitation oversight) and lower professional standards . Bipartisan opposition in the legislature agreed the Cosmetology Board provides important safety oversight . In February 2025, HB 2031 failed on the House floor (42–17 vote) after several members of the sponsor’s own party joined Democrats to defeat it . Even an amendment to spare the Cosmetology Board (while still cutting other boards) was attempted, reflecting broad discomfort with fully deregulating the beauty industry . Takeaway: Arizona’s bold attempt at total cosmetology deregulation did not succeed, but it signaled a growing sentiment to scrutinize licensing boards’ necessity in the post-2024 political climate .

Arizona has also explored incremental reforms. In 2022, a separate bill (HB 2399) was introduced to reduce cosmetologist training hours from 1,500 to 1,000, and hairstylist license hours from 1,000 to 600 . That effort was in committee and aligned with national trends (similar to California’s reform) but ultimately did not cross the finish line. No major deregulation was enacted in AZ during 2020–2024, and the state’s cosmetology licensing framework remains intact as of 2025. However, the pressure to “cut red tape” in Arizona persists, evidenced by recurring bills and an executive mindset favoring smaller government oversight.

Iowa:

Salon “Training Program” and Licensing Rollbacks

Iowa moved toward partial deregulation by allowing supervised unlicensed practice. In 2025, Iowa’s legislature advanced House File 711, which creates an “establishment training program” pathway . Under HF 711, salons and barbershops can hire trainees who do not hold a license, as long as the business provides a formal in-house training program and informs clients that services are being performed by a trainee . The bill modernizes Iowa law to let cosmetology students earn practical experience on the job (with oversight) rather than exclusively in school. By mid-May 2025 HF 711 had passed both chambers with sizeable majorities, indicating broad support . (It is expected to be signed by the Governor.) This reform essentially introduces an apprenticeship-style model: it helps salons address workforce shortages and gives trainees a faster, cheaper route to learn the trade. Notably, Iowa’s move drew industry opposition – the Professional Beauty Association (PBA) warned that allowing unlicensed workers, even with disclosure, could undermine standards and consumer safety . Nonetheless, Iowa lawmakers favored the flexibility, suggesting that onerous schooling requirements can be relaxed if on-site training and transparency to customers are in place.

Iowa has also tackled other narrow deregulation issues recently. In 2022, the legislature approved SF 2119 to exempt eyebrow threading from cosmetology licensing (clarifying that threaders need not be licensed) . Another 2022 proposal, SF 2022, explicitly authorized licensed cosmetologists to make house calls and work in clients’ homes, reflecting pandemic-era shifts in service delivery . These measures – threading exemption, mobile practice, and now in 2025 the trainee program – illustrate Iowa’s step-by-step approach to easing cosmetology regulations without completely abolishing its Board. The Iowa Board of Cosmetology Arts & Sciences remains in place, but its role may shift as more alternative pathways (apprenticeships, specialty exemptions) are written into law.

Minnesota:

Exempting “Event Stylist” Services & Licensing Audit

Minnesota took a significant deregulation step in 2020 by carving out certain beauty services from licensing requirements. Recognizing that many people perform limited services like styling hair and doing makeup for events, lawmakers passed SF 2898/HF 3202. Effective July 1, 2020, a person who ONLY performs hairstyling and makeup application (no haircuts or chemical treatments) no longer needs a cosmetology license, provided they complete a one-time 4-hour safety course and carry proof of it . “Hairstyling” was explicitly defined as cleaning, drying, arranging, curling, and styling hair (including with extensions or wigs) without cutting or using chemicals . This reform liberated freelance makeup artists and “blow-dry bar” stylists from the burden of a 1,550-hour Minnesota cosmetology program for work that was seen as low-risk. It was celebrated by advocates and signed by Governor Tim Walz in May 2020 , immediately helping more than 1,000 workers to legally operate at weddings, proms, photoshoots, and even in clients’ homes . Other beauty treatments like facials, haircuts, or manicures still require a license, but the law marked a big change in Minnesota’s regulatory scope.

This legislative change was informed by a critical 2019–2020 audit of the Minnesota Board of Cosmetology. A report by the Legislative Auditor found that some licensing requirements were not clearly tied to health and safety. For example, at the time, Minnesota had no specialty license for simple hair services, and required full cosmetologist credentials even for just styling hair . The Legislature responded by authorizing the above exemption and even instructed the Board to develop a specialty “hairstyling” registration in the future . The audit also noted inefficiencies like overlapping salon license types and separate regulation of barbers vs. cosmetologists that “may not be the most efficient use of resources” . In short, Minnesota recognized that licensing needed right-sizing. Along with the new freelance stylist exemption, the state began considering an apprenticeship pathway and simpler licensing structure (bills in 2022 proposed a single “hair technician” license and even a total repeal of state licensing in favor of local control, though those did not pass) . The overall trend in Minnesota has been toward streamlining cosmetic services regulation – keeping critical sanitation rules, but removing needless hoops for limited-scope services.

Utah:

Blow‑Dry Bar Freedom with a “Hair Safety Permit”

Utah joined the movement to deregulate niche beauty services in 2021. Senate Bill 87 was signed into law, creating an exemption for “blow-dry bar” services. As of 2021, if a person confines their practice to washing, drying, and styling hair (with no cutting or chemical processing), Utah no longer requires a full cosmetology license . This allowed unlicensed stylists to work in blow-dry salons performing simple styling tasks. However, Utah’s law built in a safeguard: unlicensed blow-dry practitioners must obtain a “hair safety permit” . To get the permit, an individual completes a short program on hygiene, sanitation, and safe tool use – far less training than the 1,600 hours previously mandated for a cosmetology license, but still ensuring they know to disinfect brushes and handle hot irons properly . Utah’s approach was highlighted as a compromise by industry groups: not the “best case” for licensed professionals, but a reasonable middle ground that maintains public safety while reducing barriers to entry . The reform acknowledged that blow-drying is a service many consumers perform on themselves at home, and requiring extensive schooling for it imposed an unnecessary hurdle for entrepreneurs. Since SB 87’s enactment, Utah has a two-tier system: full licensure for comprehensive cosmetology, and a minimal permit for basic hair-styling only. This foreshadowed similar proposals in other states to liberate blow-dry services from heavy regulation.

Oklahoma:

Limited Deregulation for Blow‑Dry Services (2024)

Oklahoma legislators in 2024 also targeted blow-dry styling as an area for deregulation. House Bill 2141, signed into law, creates a statutory exemption for certain hair services. Under the new law, anyone can engage in shampooing, conditioning, brushing, and blow-drying hair, including the use of curling/flat irons and styling wigs or extensions, without a cosmetology license . This effectively legalizes “blow-dry bar” work by unlicensed individuals. However, similar to Utah, Oklahoma’s law isn’t a free-for-all – it mandates a basic instruction in sanitation and device use before someone can offer blow-dry services for a fee . In practice, an aspiring blow-dry stylist must complete a short course (covering how to sanitize tools, avoid scalp burns, etc.) and receive a certificate or permit from the state. Once they have that, they can work without the oversight of the Oklahoma State Board of Cosmetology for these limited services. Lawmakers crafted this as a “carve-out” within the Cosmetology Act to encourage job growth in salons focusing on blowouts and styling, while still “ensuring public safety” through minimal training . The bill was supported by those who see licensing as a barrier to quick, affordable services. By 2025, Oklahoma’s deregulation of blow-dry services was held up as a model in industry discussions – providing regulatory relief but not completely abandoning health standards .

(Oklahoma has also explored other cosmetic service exceptions. For example, a 2022 bill, HB 3195, aimed to exempt hair/MUAs working in film, TV, and theatrical productions from state cosmetology licensure . This acknowledged the unique context of entertainment industry stylists. Oklahoma’s incremental approach suggests a willingness to modernize cosmetology laws in specific areas.)

Texas:

Sunset Review Reforms and Blow‑Dry Bill

Texas undertook a major overhaul of its cosmetology and barbering regulations in 2021 through HB 1560, enacted as part of the Sunset review of the Texas Department of Licensing & Regulation (TDLR) . This law merged Texas’s Barber Board and Cosmetology Board into a single Barbering and Cosmetology program under TDLR , formally recognizing what had been two parallel licensing regimes as one. In doing so, Texas consolidated several license types: for instance, previously separate licenses for cosmetology salon vs. barbershop were unified into a single “establishment license” for any hair service business . License categories that were duplicative between barbering and cosmetology (such as certain types of hair weaving or skin care that both had) were combined . Importantly, HB 1560 also eliminated specific licenses deemed unnecessary – notably, it repealed the instructor license requirements for barber and cosmetology teachers, and abolished the specialty “wig cosmetologist” license . Lawmakers argued these additional licenses and hours did not protect the public and only made it harder for experienced professionals to advance . Supporters said the old dual-board system was inefficient, rooted more in historical gender distinctions than in modern safety needs . The 2021 reforms directed TDLR to implement changes by 2023, and by that time Texas had a single advisory board for both professions and streamlined rules. The training hour requirements in Texas remained 1,000 hours for cosmetologists, but the state clearly signaled a preference for reduced red tape and “no license for license’s sake.”

Building on that momentum, Texas in late 2024 saw the introduction of Senate Bill 101, which squarely targets the remaining licensure mandate for blow-dry styling. SB 101 (filed by Sen. Bob Hall) would explicitly remove “shampooing and blow-drying” from the cosmetology license requirements, allowing anyone to perform those services without any license . “There is nothing dangerous… it’s simply washing hair and blow drying it,” Sen. Hall argued, calling this regulation an example of costly government overreach . The bill arrived amid anecdotal reports that Texas cosmetology law still technically required a license even just to shampoo hair in a salon, something critics find absurd. (In fact, prior to 2015, Texas had a separate 150-hour “shampoo apprentice” permit – now abolished.) While SB 101 hadn’t passed as of 2025, it reflects Texas’s continuing push to lighten licensing burdens. A similar proposal in the 2017 session – to cut the full cosmetology program from 1,500 to 1,000 hours – nearly succeeded , showing legislative appetite for reform. If Texas enacts the blow-dry exemption, it would join the ranks of states carving out that niche. Meanwhile, TDLR’s existing rules already allow mobile cosmetology units and off-salon services, and exempt certain minor services (like braiding was deregulated in Texas back in the early 2010s). The trajectory in Texas is clear: fewer bureaucratic barriers in the beauty industry, balanced by TDLR’s continued oversight of core health and safety practices.

California:

Licensing Reform and New License Categories

California’s approach to cosmetology reform has been less about deregulation and more about modernization and right-sizing regulation. In 2021, California passed SB 803, a comprehensive update to the Barbering & Cosmetology Act . This law made California one of the states with the fewest required training hours for cosmetologists, cutting the mandate from 1,600 hours down to 1,000 hours for cosmetology and barbering programs . It also eliminated the state’s practical examination for licensing (formerly, students had to pass a hands-on practical test; now they need only a written exam) . The practical exam was viewed as an onerous hurdle that did not demonstrably improve consumer safety, so its removal was a win for efficiency (applicants can get licensed faster now) . To address evolving industry roles, SB 803 created a new 600-hour “hairstylist” license – a limited license covering hair services that exclude chemicals . This caters to those who only want to cut, shampoo, and style hair without learning the full cosmetology curriculum (which includes nails, skin, and chemical processes). In essence, California acknowledged that someone who just wants to be a haircut and styling specialist shouldn’t need 1,600 hours of training in unrelated topics; a shorter program would suffice . SB 803 also slightly expanded estheticians’ scope (allowing them to do lash and brow tinting/perm) and increased the size of the Board itself from 9 to 13 members to include more sector representation . These changes took effect Jan 1, 2022 and were lauded as making California a leader in licensing reform (the Governor’s signing message emphasized reducing student debt and facilitating interstate license mobility via a new endorsement process ).

By 2025, California is considering going even further for certain services. AB 625, introduced in 2025 by Assembly Member Stephanie Nguyen, proposes to deregulate simple hair care practices by removing them entirely from the Board’s jurisdiction . The bill would strike from the legal definitions of cosmetology/barbering all acts of “arranging, beautifying, cleansing, curling, dressing, shampooing, or waving” hair – effectively saying those activities do not require a license . If passed, a person could perform a shampoo and set or a basic blowout in a salon without a license, so long as they conspicuously notify customers that they are unlicensed . (Notably, cutting hair and applying chemicals/color would still be restricted to licensed professionals.) AB 625 also would repeal the 600-hour hairstylist license that California just created – the idea being that even 600 hours of schooling might be an unnecessary barrier for someone only doing non-chemical styling. Instead, those individuals would need no formal license at all. This proposal has sparked debate: supporters argue it frees up entry-level jobs (shampoo assistants, etc.) and aligns with what states like Minnesota and Utah have done, while opponents (including some cosmetology schools and the state Board) worry it rolls back consumer protections too far. As of May 2025, AB 625 had been amended and was in committee (its first hearing was postponed) . It remains to be seen if California will enact this partial deregulation. Regardless, California’s trend is to lower barriers (fewer hours, no practical test) while still maintaining one of the nation’s largest regulatory boards overseeing health and sanitation in the beauty industry.

Pennsylvania:

Freeing Natural Hair Braiders

Pennsylvania in 2024 finally addressed a long-standing concern in the African-American and natural hair care community by eliminating onerous license requirements for hair braiders. Since 2006, PA had required a “Natural Hair Braider” license (300 hours of cosmetology school and a board exam) for anyone braiding, locking, or twisting hair for pay . This was widely criticized as excessive – braiding is a traditional skill, and cosmetology programs often don’t even teach the techniques. State Senator Anthony Williams championed SB 1031 (2024) to remove these prerequisites. The bill passed the Senate 28–21 in June 2024 and by October 2024 its language was folded into Act 100, which Governor Josh Shapiro signed into law . Effective immediately, natural hair braiding is no longer part of PA’s Cosmetology Law – meaning braiders do not need any license or hours of schooling to practice . Pennsylvania thus joined the majority of states that have exempted hair braiding from cosmetology oversight (as of 2024, over 30 states had done so) .

Proponents framed this as a win for cultural tradition and entrepreneurship: braiding skills are often passed down through families and communities, and requiring braiders to spend time and money on unrelated cosmetology training was seen as a barrier that disproportionately affected women of color . Now, a person can open a braiding business in Pennsylvania without navigating the licensing bureaucracy. The new law does retain an optional avenue: braiders can still choose to get a license or certification if they want (for instance, to learn advanced sanitation or expand services), but it’s not mandatory. The Cosmetology Board lost some regulatory turf as a result – roughly 2,000 braiders statewide were previously licensed or constrained by the old system. Industry reaction in PA was generally positive among braiders and civil rights advocates, while some cosmetologists were concerned about a slippery slope (would other license types be next?). Indeed, supporters like Sen. Williams hinted this move was about “removing unnecessary barriers” broadly . The braider licensure repeal was relatively non-controversial in the legislature compared to other deregulation fights, perhaps because braiding has a clear safety record and strong cultural importance. It highlights one of the common targets of licensing reform – niche services where standard cosmetology education is seen as overkill.

North Carolina:

Broad Deregulation Bill for Hair and Makeup (2025)

In 2025, North Carolina lawmakers introduced a sweeping proposal to deregulate several corners of the beauty industry. Senate Bill 656 (“Cosmetic Art Deregulation”) is a multi-part reform that would exempt three categories of services from licensure: natural hair care, blow-dry styling, and makeup artistry . Currently, NC has separate licenses for cosmetologists, estheticians, and a Natural Hair Care Specialist license (which requires 300 hours of training) for braiding and similar services. SB 656 would make the natural hair care license voluntary – anyone could practice braiding/twisting without a license, though they could apply for a Board-issued “Certified Natural Hair Care Specialist” credential if they meet the training (essentially converting the license into a title one can earn, but not a legal prerequisite) . Likewise, performing make-up application or basic hairstyling (washing, blowing, curling, arranging hair without cuts/chemicals) would no longer require a license at all .

To address safety concerns, the bill mandates that practitioners of these now-exempt services complete a one-time 4-hour sanitation course and register with the Board – similar to Minnesota’s approach. SB 656 also updates NC law to allow these services in more environments: it expands authorized practice settings so that licensed or unlicensed practitioners can offer services in places like clients’ homes, wedding venues, photography studios, nursing homes, etc., without running afoul of the “licensed salon” requirement . This reflects a practical adaptation to consumer demand for on-site services. The bill has bipartisan sponsorship (it’s co-sponsored by both Republican and Democratic senators) , showing a coalition in favor of licensing relief. However, it has sparked debate. Schools and some licensed professionals in NC worry about competition from unlicensed individuals and potential declines in quality or accountability. The state Board of Cosmetic Art Examiners has raised questions about enforcement if a large segment of practitioners operate outside licensure. On the other hand, advocates (including some lawmakers and the Institute for Justice) argue this law will create jobs and reduce racial disparities, noting that braiding in particular has been subject to burdens that don’t match its risks .

As of spring 2025, SB 656 is still in committee, and its fate is uncertain. If enacted, North Carolina would leapfrog many states in liberalizing cosmetology laws – essentially shifting to voluntary certification for hair braiders and deregulating several cosmetic arts (with minimal training requirements). This “test case” could influence Southern states especially, as NC would be one of the first in the region to free braiders (neighboring SC and GA, for example, still license braiders to some extent). Overall, SB 656 encapsulates the broader trend: targeting specific low-risk services for deregulation, rather than tearing down the entire licensing structure.

South Carolina:

Pending Exemption for Shampoo/Blow-Dry Services

South Carolina is another state moving to trim its cosmetology regulations in line with the blow-dry bar trend. House Bill 3483, prefiled in late 2024 for the 2025 session, would exempt “blow-dry styling services” from the Board of Cosmetology’s licensing requirements . The bill carefully defines blow-dry styling as shampooing, conditioning, drying, and styling hair using mechanical devices, plus adding extensions or hairpieces, but explicitly excludes any cutting or chemical services (like coloring, relaxing, or perming) . It then amends the law so that anyone providing only blow-dry styling does not need a cosmetology or barber license . Essentially, if you’re just doing a shampoo and blowout, you wouldn’t be subject to Board regulation. The bill also tweaks the Barber Board statute to clarify that a person doing blow-dry styling without other barbering services is not under the Barber Board either .

At present, SC law requires a cosmetology license (1,500 hours of training) for even basic hair services. If H.3483 passes, it would remove a chunk of those services from licensure – a significant change. The bill is before the House Medical, Military, Public and Municipal Affairs Committee as of early 2025 . It has support from those who run blow-dry salons and believe the current licensing rules inflate costs. However, licensed cosmetologists in SC have voiced opposition, worrying that deregulation could lead to untrained individuals causing harm (burning clients with hot tools or spreading scalp conditions due to poor sanitation). The bill tries to preempt some of these arguments by noting that blow-dry styling “is distinct from the practice of cosmetology” and therefore shouldn’t be conflated with higher-risk chemical or cutting services .

This push in South Carolina aligns with simultaneous efforts in other states (NC, TX, CA, etc. in 2025) targeting the same issue. It demonstrates a regional shift in attitudes – even in states with traditionally strict licensing, legislators are asking: Does someone really need a full cosmetology license just to blow-dry hair? South Carolina appears poised to answer “no,” pending the outcome of H.3483. If adopted, the Cosmetology Board would retain authority over haircuts, chemical treatments, and other cosmetology acts, but lose jurisdiction over simple hair styling.

(South Carolina previously deregulated natural hair braiders in 2018 by removing a registration requirement, so H.3483 is part of a continuing pattern of peeling back requirements for specific services.)

Ohio:

Comprehensive Deregulation via Sunset Review

Ohio embarked on a broad-based overhaul of its cosmetology laws in 2024, using the state’s sunset review process to bundle multiple reforms into House Bill 238 . Governor Mike DeWine signed this bill in January 2025, and it brings several notable changes:

  • Natural Hair Styling License Reform: Ohio already had a 450-hour natural hair stylist license (for braiding and similar services). HB 238 expanded the scope of that 450-hour license to include haircutting . This means someone can become a fully qualified hair cutter with only 450 hours of training (far less than the standard cosmetology program) – making it one of the lowest-hour hair cutting credentials in the U.S. . Lawmakers intended this to increase competition and make it easier to open simple hair salons focusing on basic cuts and styles.
  • “Boutique Services” Expansion: Ohio uses the term “boutique services registration” for very limited tasks like braiding, threading, and makeup, which require registration but not a full license. HB 238 added shampooing and conditioning to the boutique category . Practically, this legalizes standalone shampoo assistants: a person can be hired to shampoo and rinse clients’ hair without needing to be a licensed cosmetologist (they would just register with the Board). This addressed a point of contention – many argued that requiring a license to simply shampoo hair in a salon was unnecessary.
  • Removal of Competitor Affidavit: Previously, Ohio’s boutique-service applicants (braiders, threaders, etc.) had to submit an affidavit signed by a licensed cosmetologist or barber attesting to their competency . Critics called this a protectionist measure – essentially forcing new entrants to get permission from existing license-holders (often competitors). HB 238 eliminated the affidavit requirement . Now, boutique service providers only need to register their contact info with the Board (so the Board knows who and where they are) and can then start working . No sign-off from established salons required.
  • Streamlined Apprenticeships and Credit for Inmates: Additionally, the law made it easier for individuals to get credit toward barber/cosmetology licenses through apprenticeships and prison vocational programs, as part of a workforce reentry effort . And it barred the Cosmetology Board from denying licenses due to criminal convictions older than 3 years (to reduce barriers for ex-offenders) .

The cumulative effect of HB 238 is a significant deregulatory sweep. The Institute for Justice praised it, noting that Ohio “repealed scores of regulations… far beyond what consumers needed” by leveraging an excellent sunset review process . Indeed, Ohio’s biennial budget review was used to question every cosmetology rule’s necessity. The changes sailed through with bipartisan support (the final bill had overwhelming votes, indicating consensus that these were common-sense trims). Ohio’s State Cosmetology and Barber Board remains intact, but its rules are now slimmed down. The Board must accommodate a new reality where, for example, someone with a basic “hair styling” license can cut hair with minimal hours, and whole categories of workers (braiders, threaders, makeup artists, shampooers) are simply outside the licensed regime aside from a registration. Ohio’s reforms also underscore a sunset review trend: rather than wait for lawsuits or crises, legislatures are proactively reviewing licensing boards to eliminate what they view as “red tape” .

Early feedback from the industry is mixed. Many cosmetologists in Ohio support the changes because they could reduce bottlenecks in salons (filling assistant roles more easily) and broaden the talent pipeline. Others are wary that allowing hair cutting with 450 hours might undercut professionals who underwent 1,500 hours of training. Time will tell if service quality or safety is affected – proponents point out that states with even lower hour requirements haven’t seen rampant issues, and that market forces will ensure even those with less training will seek to perfect their skills to attract clients . As of 2025, Ohio stands out for its comprehensive approach, tackling everything from braiding to criminal justice within one reform package.

National Trends and Themes (2020–2025)

Over the past five years, a clear national theme of cosmetology deregulation has emerged: state legislatures are increasingly willing to re-examine and roll back licensing requirements for the beauty industry. While no state completely abolished its cosmetology board (the lone attempt in Arizona failed ), partial deregulation measures have gained traction across red and blue states alike. Here are the key trends and the common arguments shaping this movement:

  • Targeted Deregulation of Low-Risk Services: A significant trend is exempting specific “niche” or low-risk beauty services from licensing. Services such as natural hair braiding, blow-dry hairstyling, shampooing, makeup application, threading, and eyelash extensions have been peeled away from cosmetology board oversight in many states. Lawmakers reason that these tasks do not involve chemicals or invasive procedures and can be learned through brief training, so requiring hundreds or thousands of school hours is unjustified . By 2025, for example, over half of states have no license requirement for braiders, and a growing handful (5–6 states) explicitly exempt blow-dry styling and simple makeup artistry . Georgia (HB 1231 in 2022) and New Hampshire (HB 1171 in 2022) introduced bills to remove blow-dry, braiding, makeup, etc. from their cosmetology definitions . California’s AB 625 and North Carolina’s SB 656 in 2025 similarly seek to carve out those activities . Even where not yet passed, this pattern shows a mindset shift: state governments are defining the scope of cosmetology more narrowly, focusing on higher-risk services (chemical treatments, cutting, etc.) and letting simple beauty services be performed with little or no regulation.
  • Reducing Hour Requirements for Full Licenses: Many states have moved to lower the required training hours for core cosmetology or barber licenses, addressing concerns that the U.S. had some of the longest cosmetology programs in the world. California (2021) cutting to 1,000 hours , Virginia (2022–24) moving from 1,500 to 1,000 hours (via Board regulation) , New York (2022) considering dropping its 1,000-hour requirement even lower, and states like Massachusetts (which was at 1,000) contemplating 1,000→900, are examples. In fact, by 2023 around 15 states had 1,000-hour cosmetology programs or were enacting legislation to get there . Reducing hours is seen as a way to lower tuition costs and student debt for cosmetology school, and to get professionals into the workforce faster . Proponents note that the extra 500 hours (for instance) beyond 1,000 may be spent on repetition or on services a graduate might never use in practice. Governors and legislators have explicitly linked hour reductions to economic opportunity: Virginia’s governor touted that shorter programs mean less debt and quicker earning potential for graduates . Opponents (often cosmetology schools and some salon owners) worry that shorter training could leave new licensees less prepared, or create interstate portability issues if other states still mandate more hours . However, the general momentum has been towards shorter, more focused curricula, sometimes coupled with simplified licenses (e.g., separate licenses for hair-only or nails-only with fewer hours). New Jersey and Michigan have debated similar reductions, and Ohio’s new 450-hour stylist pathway is an extreme example of how far the envelope is being pushed .
  • Apprenticeships and On-the-Job Training Alternatives: Deregulation efforts also promote apprenticeship models or experiential learning in lieu of formal schooling. States like West Virginia (2021) established a cosmetology apprenticeship option – allowing a portion of training hours to be earned through salon work under a mentor, rather than all in the classroom . Iowa’s 2025 HF 711 goes a step further to let salons directly train beginners and put them to work with client consent . These measures respond to criticism that cosmetology programs can be expensive and have high dropout rates (fewer than 1/3 of cosmetology students graduate on time nationally) . By integrating work experience, proponents claim students can “earn while they learn” and salons can fill staffing needs. The flip side concern is ensuring consistent training quality and preventing exploitation of trainees. Most states implementing apprenticeships require registration of the program and still mandate the trainee pass the standard board exams in the end. Nonetheless, the rigidity of the school-or-nothing model is softening. Cosmetology is aligning more with trades like plumbing or electric where multiple pathways (school or apprenticeship) exist to licensure.
  • Merging and Streamlining Boards: Some deregulation initiatives focus on the regulatory structure itself, not just license criteria. Merging separate boards for related professions has been one tactic. For example, Texas’s HB 1560 (2021) formally merged the Barber and Cosmetology boards (which were already under one agency) into one unified board and combined their administrative rules . Ohio (2018) had earlier merged its barber board into the cosmetology board , and other states like Georgia and Louisiana have done or considered the same. The rationale is to eliminate duplication (why have two sets of inspectors, two sets of exams, etc., for hair cutting that is very similar whether by a “barber” or “cosmetologist”). Consolidation can cut costs and reduce confusion for licensees. Another structural change is moving boards under umbrella agencies or applying “sunset reviews” to them to ensure they aren’t perpetuating unnecessary rules. Ohio’s sunset review of its Cosmetology Board in 2024 is a prime example that resulted in HB 238’s sweeping changes . Arizona’s DOGE bill was a radical version, aiming to eliminate boards deemed non-essential . While that didn’t pass, Arizona did enact a law a few years prior (2019) that allows individuals to ask the legislature for a review of any occupational regulation they feel is overly burdensome (a nod to potentially delicensing certain activities). We also see interstate compacts emerging (the Cosmetology Licensure Compact was introduced in 2023 and by 2024 Virginia and Colorado passed bills to join it ). The compact doesn’t deregulate per se, but it facilitates license mobility – a response to pressure for licensing to be less restrictive when professionals move across state lines (especially relevant for military spouses). In sum, the governance trend is toward greater efficiency and flexibility: fewer boards, broader scopes covering multiple professions, and collaboration across states to reduce redundant barriers.
  • Common Justifications & Criticisms: Legislators pushing these reforms often cite economic liberty and job growth. They argue that onerous cosmetology regulations shut out aspiring workers, especially those unable to afford costly schooling or who only want to perform a narrow set of services . During debates, one hears that licensing can be a “barrier to entry” or a form of unnecessary “red tape” that doesn’t correspond to real health risks . For instance, blow-dry bars are said to perform the same basic tasks people do at home, so requiring a license is seen as protectionism rather than consumer protection . Natural hair braiding is highlighted as a cultural practice that was unfairly subjected to licensing due to historical bias, with no safety justification . Lawmakers also point to inconsistencies: why do some states allow makeup artists to work unlicensed (e.g., freelance bridal makeup) while others arrest unlicensed MUAs? This patchwork has fueled a race by reformers to bring their states in line with the more permissive ones. They frequently mention, “X number of states already don’t license this, and they haven’t seen problems,” which is a compelling argument in hearings. For example, Pennsylvania noted that over 30 states had exempted braiders, and it was time PA did the same . Virginia’s regulators cited that 15+ states have 1,000-hour cosmetology, implying that 1,500 was no longer necessary .

On the other side, boards, schools, and many established professionals defend the licensing system. The Professional Beauty Association (PBA) and state beauty school associations have actively lobbied against deregulation bills. They argue that licenses ensure consistent training in sanitation, chemical handling, and infection control, which protect the public from disease or injury . PBA representatives often testify that lowering standards would be “disastrous” for consumer safety and the professionalism of the industry . They raise concerns about unlicensed operators lacking knowledge of hygiene (e.g. disinfecting tools to prevent fungal infections or lice transmission) and technical skills (e.g. a poorly trained person could burn a client’s scalp with a flat iron or cause hair loss with improper extensions ). Another argument is that deregulation can hurt small salon businesses: if unlicensed individuals undercut prices (by avoiding licensing costs), it could create unfair competition and liability issues for salons . Some licensed practitioners feel that deregulation devalues their education and license – they invested time and money to become licensed and fear their advantage erodes if the market floods with unlicensed (and potentially lower-priced) competitors . For example, when Virginia contemplated reducing hours, many cosmetology students and instructors protested, saying it might diminish their skill level or make their license less portable to other states with higher hour requirements .

  • Notable Stakeholder Reactions: In many states, beauty schools have been vocal opponents of hour reductions and exemptions – understandably, since fewer required hours or deregulated niches can translate to decreased enrollment. A vivid scene occurred in Virginia, where beauty school owners rallied students to speak out against the 1,000-hour proposal, worried it would strain school finances and accreditation . Conversely, free-market think tanks and legal foundations like the Institute for Justice (IJ) have been leading advocates for deregulation. IJ has backed lawsuits on behalf of braiders in several states and runs campaigns like “Beauty Not Barriers” to support bills that open up the beauty industry . They often supply expert witnesses or research (for example, IJ testimony in Ohio’s hearings emphasized that less restrictive alternatives could still protect consumers ). State executives have sometimes joined the cause: governors in states like Arizona, Ohio, and Virginia have publicly supported licensing reform as part of broader workforce development agendas. In Ohio, the governor’s signing of HB 238 was applauded as removing burdens “beyond what consumers needed” . In Arizona, Gov. Doug Ducey in prior years championed universal recognition of out-of-state licenses and was sympathetic to sunseting some licenses, setting a tone that influenced legislative efforts like the 2025 DOGE bill (though Ducey was out of office by then). On the legislative side, these issues do not always break along party lines: while many deregulation bills are sponsored by Republicans pushing smaller-government ideals, they often pick up Democrats who see the changes as helping minority communities and small businesses. North Carolina’s bipartisan SB 656 is a case in point , and the braid deregulation efforts have had broad coalition support in multiple states (from libertarians to urban Democrats).

In summary, from 2020 to 2025 the U.S. has seen a wave of occupational licensing reform focused on the cosmetology field. The momentum is generally toward pruning the scope of cosmetology boards – keeping core health and safety regulations, but eliminating requirements that are viewed as arbitrary or protectionist. Common targets are rules for services that can be safely offered with minimal training (blow-drying, braiding, etc.), and excessive education hours or red tape in obtaining licenses. Deregulation is happening incrementally rather than via wholesale abolition of boards. As we’ve seen, attempts to completely dismantle regulatory boards (e.g., Arizona) face steep opposition and have failed due to concerns about consumer harm and industry disruption . However, partial reforms are often successful when framed as reasonable updates: they have passed in conservative states like Utah and Oklahoma as well as more liberal ones like Minnesota and California. There is a clear national dialogue now between those championing “economic liberty” in beauty professions and those warning of “race to the bottom” consequences. This dialogue has even reached Congress (though federal action is unlikely, as cosmetology licensing is state-controlled). As of 2025, the deregulation momentum is still strong – dozens of bills are being introduced each year in state capitals to tweak or trim cosmetology laws. The beauty industry, its regulatory boards, and consumers are all watching closely to see how these changes impact service quality, pricing, safety, and professional livelihoods. The experiences of states leading in deregulation will likely inform the next wave of debates in those states still holding onto more stringent cosmetology regulations.

Beauty Services and Health Services: A 2025 Legal and Policy Study by Louisville Beauty Academy – Kentucky’s Center for Excellence in Beauty Knowledge

At Louisville Beauty Academy, we believe that to elevate the profession, we must first understand its foundations. In this in-depth 2025 study, we examine whether beauty services such as hair, nail, and skincare are considered “health services” under federal and Kentucky law.

Why does it matter? Because how our work is classified affects how it’s regulated, supported, and respected in society.

This research is more than legal reading—it is a call to knowledge, advocacy, and empowerment. As Kentucky’s leading beauty school and industry advocate, LBA positions itself not only as a place for training and licensure, but also as a policy-minded protector of the beauty profession.

Our goal is simple but powerful: Elevate yourself through study, elevate the industry through law. Let this document guide you—whether you’re a student, graduate, policymaker, or school owner—toward understanding your rights, your boundaries, and your future in beauty.

As we expand beyond Kentucky, our commitment stays rooted in this principle: Protect the practice, defend the profession, and educate the public. The beauty industry is not just about services; it’s about dignity, empowerment, and safety

Thanks for clarifying. I’ll look into whether beauty services like hair, nail, and skincare are legally or professionally considered part of health services—particularly in relation to physical or mental health—under both federal law and Kentucky state law. I’ll also check if there are any recent developments or classifications that reflect this connection.

I’ll update you soon with the findings.

Beauty Services vs. Health Services: Federal and Kentucky Law Perspectives

Beauty services like hair care, nail care, and skincare are generally not classified as “health services” or healthcare under U.S. federal law or Kentucky state law. Instead, they fall under cosmetology/beauty industry regulations. However, legal frameworks do recognize that personal care and appearance can impact well-being (especially mental health), and there are a few overlaps where beauty services intersect with health contexts. Below is a detailed analysis with relevant definitions, classifications, and recent developments at both the federal and state levels, followed by a summary table of key statutes and agency positions.

Federal Law Perspective

Definitions of “Health Service” or “Healthcare” (Federal)

Federal laws and regulations define “health care services” in clinical terms, focusing on medical or therapeutic care for physical and mental conditions. For example, U.S. Department of Health and Human Services (HHS) regulations under HIPAA define “health care” as “care, services, or supplies related to the health of an individual,” including “preventive, diagnostic, therapeutic, rehabilitative, maintenance, or palliative care, and counseling, service, assessment, or procedure with respect to the physical or mental condition…of an individual”. This definition centers on services aimed at maintaining or improving health or treating illness (whether physical or mental). Similarly, general usage defines health care as efforts by trained professionals to maintain or restore physical, mental, or emotional well-being.

Notably, cosmetology and beauty services are not included in these healthcare definitions. Hairdressing, manicures, facials, and similar beauty treatments do not diagnose or treat medical conditions, and they do not affect the body’s structure or function in the clinical sense. In other words, beauty services are considered personal care or cosmetic services, not “health services,” under federal definitions of healthcare.

Beauty Services vs. Healthcare in Federal Law and Policy

Because beauty services are not viewed as health care, federal health statutes and programs generally exclude them. For instance, Medicare (the federal health insurance for seniors and certain disabled individuals) explicitly does not cover routine beauty or barber services. The Medicare Benefit Policy Manual lists “beauty and barber services” as non-covered items, treating them as personal comfort items rather than medically necessary care. The only exceptions are narrow cases incidental to medical care (e.g. shaving or hair trimming that might be done as part of a medical procedure), but a typical salon service is not reimbursed by Medicare or Medicaid. This reflects a clear federal stance: grooming and cosmetic services are not health services for purposes of health insurance coverage.

Federal regulations draw a distinction between medical care and personal-care assistance. For example, Medicaid’s Personal Care Services benefit covers help with Activities of Daily Living (ADLs) – tasks like bathing, dressing, grooming – for individuals who need assistance to live at home. These personal-care activities, while important for hygiene and quality of life, are categorized separately from medical services. The aides providing such help are not delivering medical treatment. In fact, federal guidance notes that “unlike home health aides or nurse assistants, personal care aides do not support the delivery of health care.” In short, even when grooming and hygiene are provided as part of a care plan, they are considered supportive services, not healthcare treatments.

Mental Health and Well-Being Considerations (Federal Perspective)

Although beauty services are not healthcare, federal agencies acknowledge that personal appearance and grooming can affect mental health and overall well-being. The Substance Abuse and Mental Health Services Administration (SAMHSA) and other HHS agencies emphasize holistic wellness, which can include self-care and confidence in one’s appearance as factors in mental health. For example, the Office on Women’s Health (HHS) explains that a positive body image – feeling comfortable with one’s appearance – correlates with better mental health outcomes. Women (and men) who feel good about how they look often experience improved self-esteem and emotional well-being, whereas negative body image is linked to higher risk of depression and anxiety.

This suggests that, indirectly, beauty services may contribute to mental health by improving individuals’ self-esteem, confidence, and social engagement. A relaxing haircut, manicure, or facial can relieve stress and improve mood for many people. Indeed, federal public health initiatives have leveraged beauty salons and barbershops as community touchpoints for wellness outreach. Studies have shown the feasibility of training beauty professionals as lay health educators (for example, disseminating health information in Black hair salons). And programs exist where barbershops participate in blood pressure screenings or mental health awareness, recognizing the trusted relationship between cosmetologists/barbers and clients. However, these are public health outreach strategies – they do not legally transform beauty services into “healthcare.”

In summary, under federal law cosmetology and esthetic services are not categorized as health care services. They are regulated as personal service occupations, separate from the medical industry. Federal agencies recognize the psychological and social benefits of grooming and personal care (especially for mental health and quality of life), but legally such services are not part of the healthcare delivery system. Beauticians are not healthcare providers, and their services are not governed by health care laws (aside from general public safety regulations).

Kentucky State Law Perspective

Definitions and Regulatory Framework in Kentucky

Kentucky law draws a similar line between health services and beauty services. Cosmetology, esthetics, and nail care are regulated under KRS Title XXVI (Occupations and Professions), Chapter 317A, separate from the laws governing health professions. Kentucky’s statutes and regulations do not include routine beauty services within the definition of “health services” or “health care.” In fact, recent legislation has made this delineation especially clear. In 2024, the Kentucky General Assembly passed Senate Bill 14, which updated cosmetology laws. The law “delineates the boundaries of practice for cosmetology, esthetic practices, and nail technology, ensuring that these professions are solely focused on cosmetic purposes and not on treating physical or mental ailments.” (Emphasis added). This statutory language confirms that, under Kentucky law, beauty professionals are not healthcare providers and must not purport to diagnose, treat, or address medical conditions. Their scope is limited to cosmetic improvement of hair, skin, and nails for appearance purposes.

Consistent with that framework, Kentucky’s definitions of “health care” or “health services” (found in contexts like public health or insurance law) do not list cosmetologists or salons. Health services typically refer to medical, dental, nursing, counseling, or therapeutic services provided by licensed health professionals. Cosmetologists are licensed, but under the Kentucky Board of Cosmetology rather than the Boards of Medical Licensure, Nursing, or other health boards. Thus, a hair stylist or esthetician in Kentucky is not legally recognized as a provider of health care.

Instead, beauty services are overseen by the Kentucky Board of Cosmetology, whose mission is to set educational, health, and safety standards for the beauty industry. The Board’s regulations (201 KAR Chapter 12) focus on sanitation, hygiene, and public safety in salons – for example, requiring proper disinfection of tools, cleanliness of facilities, and adherence to health/safety rules to protect clients from infections or injuries. These rules are essentially public health measures, developed in part with oversight from the Kentucky Cabinet for Health and Family Services for sanitation standards. But importantly, they do not transform salons into health clinics; they simply ensure that beauty services do not themselves become a health hazard. The Kentucky Department for Public Health does not list beauty treatments as health services, though it may collaborate in setting infection-control guidelines for salons. Enforcement remains with the cosmetology board via inspections and licensing discipline.

Licensing and Legal Status of Beauty Practitioners in KY

All individuals providing hair, nail, or skin services in Kentucky must be licensed by the Kentucky Board of Cosmetology (KRS 317A.050-.062). This licensure is an occupational license, not a health professional license. By law, cosmetologists/estheticians cannot perform acts that constitute the practice of medicine (KRS Chapter 311) or nursing (KRS 314). For example, they cannot prescribe medications, perform invasive procedures, or claim to treat skin diseases – those actions would violate medical licensing laws. SB 14 (2024) re-emphasized this by clarifying that cosmetic practice must not encroach on treating physical or mental health conditions.

Kentucky does, however, require that salons meet certain health and sanitation criteria precisely to protect clients. The Board of Cosmetology is empowered to take action to protect public health and safety – including emergency orders or referrals for prosecution if an establishment poses health risks. This means that while cosmetologists are not health care providers, their work is subject to health-related regulations (sanitation, hygiene) to prevent harm. This is analogous to how the state might regulate restaurants for health code compliance without classifying chefs as healthcare workers.

Intersections with Physical and Mental Health in Kentucky

Kentucky law contains a few “cross-over” allowances where beauty services intersect with health settings, acknowledging the supportive role these services can play:

  • Services for Hospice Patients: State law permits licensed cosmetologists and similar professionals to provide beauty services to patients in hospice care (and to deceased persons in funeral homes) outside of the usual salon premises. Normally, KY law requires cosmetology services to be performed in a licensed salon facility, but KRS 317A.155(3) creates an exception for terminally ill individuals under hospice care. This allowance recognizes that grooming – a haircut, shave, or nail care – can enhance the comfort and dignity of someone facing end-of-life or serious illness. While not medical treatment, these services may improve the patient’s mental well-being and quality of life. The law essentially facilitates cosmetologists contributing to patients’ emotional health (feeling cared-for and presentable) in healthcare settings, without reclassifying the services as healthcare.
  • Medispas and “Medical Esthetics”: As the beauty and wellness industry evolves, some businesses offer procedures that blur the line between purely cosmetic and medical. In Kentucky, so-called medical spas (medispas) provide services like Botox injections, laser hair removal, chemical peels, etc., alongside traditional spa treatments. By law, many of these advanced procedures constitute the practice of medicine or nursing, so they require licensed medical professionals to perform or supervise them. Currently, medispas in Kentucky are often jointly regulated: the establishment itself may be licensed as a salon by the Board of Cosmetology, but any medical procedures must be overseen by a physician or nurse practitioner in compliance with the Kentucky Board of Medical Licensure and Board of Nursing rules. In other words, an esthetician can operate a facial machine or apply non-invasive skin treatments, but if the service goes into medical territory (e.g. injecting a dermal filler or using a prescription-grade laser), it’s legally a health service requiring a healthcare license. The state legislature has recognized this gray area – a 2022 bill (HB 340) was introduced to formally define “medical spa” and require that medispas be owned or operated by licensed health practitioners (physician, nurse) or jointly with a cosmetologist, with medical personnel on-site when medical esthetic services are provided. Although that particular bill did not pass in 2022, it reflects an ongoing regulatory effort to integrate beauty and health services safely by delineating who can do what. It reinforces that cosmetologists alone cannot perform health treatments, ensuring patient safety in these hybrid wellness settings.
  • Mental Health and Community Initiatives: Kentucky, like many states, has recognized the informal mental health role that barbers and cosmetologists can play in the community. While not codified in statute, there are local programs training salon professionals to spot signs of domestic abuse or mental distress in their clients and to refer them to help (some states mandate a brief training on this for license renewal). These initiatives rest on the idea that beauty service providers often develop trusting relationships with clients, who may confide in them. Kentucky’s focus has been more on public health and safety training (e.g. sanitation and now a recently added allowance for using certain tools per SB 14), but the therapeutic value of a salon visit is commonly acknowledged. Anecdotally, a trip to the salon can uplift mood and self-esteem, contributing to an individual’s mental health on a personal level. However, it is important to note that this is not a licensed mental health service – a cosmetologist is not a counselor. The benefit is a secondary effect of personal care on a person’s well-being, which Kentucky’s laws neither prohibit nor formally address, but implicitly value by allowing services in settings like hospice as noted above.

In summary, Kentucky law keeps a clear boundary: Beauty services are regulated to ensure they are safe and hygienic, but they are not categorized as health care and must remain purely cosmetic in scope. Recent updates (SB 14 in 2024) explicitly state that cosmetology and related fields do not treat physical or mental ailments. When beauty services occur in a health-related context (such as a hospital, nursing home, or medspa), Kentucky law requires compliance with any applicable medical rules and often the involvement of medical professionals for anything beyond basic cosmetic care. Beauty professionals in those settings contribute to patients’ comfort and mental well-being, but do not become healthcare providers by virtue of the setting. They remain within their cosmetic practice license.


The following table summarizes relevant statutes, regulations, and agency positions regarding whether beauty services are considered part of health services, and how they relate to physical and mental health:

Source / LawJurisdictionDefinition or PositionTreatment of Beauty Services
HIPAA Regs (45 CFR 160.103)FederalDefines “health care” as services related to an individual’s physical or mental health condition. Focus is on prevention, diagnosis, treatment of illness or impairment.Beauty services not included – they do not address a health condition or function, so cosmetology falls outside this definition of health care.
Medicare Policy (CMS)FederalMedicare excludes “beauty and barber services” as not medically necessary. These personal grooming services are not covered by Medicare or Medicaid.Confirms that hair/nail/skincare services are not recognized as health services for insurance purposes. (They are considered personal comfort or private-pay services.)
HHS Office on Women’s HealthFederalStates that positive body image and feeling good about one’s appearance are linked to better mental and physical health outcomes. Negative body image can contribute to depression or other issues.Acknowledges mental health benefits of good appearance and self-care. Implies beauty routines can support emotional well-being, but this is a wellness perspective, not a legal reclassification of beauty services as healthcare.
KY Senate Bill 14 (2024) – now KRS 317A (various sections)KentuckyUpdated cosmetology law to “ensure these professions are solely cosmetic and not treating physical or mental ailments.” Also expanded Board powers to protect public health.Explicitly separates beauty services from healthcare in state law. Cosmetologists may only perform cosmetic services, not medical or mental health treatment. Confirms that beauty services are outside the health services realm legally (while emphasizing public safety).
KRS 317A.155(3) (Hospice Exception)KentuckyAllows licensed cosmetologists, estheticians, and nail techs to provide services to hospice patients (and to the deceased in funeral homes) outside of salon premises.Recognizes a supportive role for beauty care in health settings. Even though not health care, such services are permitted for the comfort, dignity, and mental well-being of the ill, showing an integration of beauty into holistic care.
201 KAR 12:060 (Cosmetology Health & Safety Reg)KentuckyRequires salons and schools to meet strict health and safety standards to protect the public (sanitation, disinfection, etc.). Regulations promulgated with approval of health authorities for cleanliness.Treats salons as regulated environments for public health protection, but does not classify services as healthcare. (Cosmetology board inspectors enforce hygiene, ensuring beauty services don’t pose health risks such as infections.)
MedSpa Oversight (Regulatory Practice)KentuckyKentucky law and boards dictate that medical esthetic procedures (e.g. Botox, laser) at medspas require a licensed physician, PA, or nurse to perform or supervise. Cosmetologists/estheticians may only do non-medical cosmetic procedures. Legislative proposals (e.g. HB 340 in 2022) sought to formalize this by defining “medical spa” and requiring medical ownership/supervision.Demonstrates the boundary between health services and beauty services. When a service constitutes medical treatment, it falls under health care licensing. Cosmetologists can participate in spa services, but any health care acts (injections, etc.) must be done by health professionals. This preserves the legal separation: beauty practitioners are not health care providers, though they can work alongside them in integrated wellness settings with proper oversight.

Sources: The definitions and policies above are drawn from federal regulations and guidance (HHS/CMS) and Kentucky statutes and administrative regulations. Notably, HIPAA’s definition of health care, Medicare coverage rules, and Kentucky’s cosmetology laws all reinforce that beauty services are not classified as health care services. At the same time, public health literature and agency resources recognize the contribution of personal care to mental health and well-being. Kentucky’s recent legislative changes (SB 14 in 2024) codify the scope of cosmetology as purely cosmetic, not medical or therapeutic, while still enabling collaborative settings (like medspas or hospice visits) where beauty services can complement a person’s overall wellness.

Conclusion

In conclusion, under both federal law and Kentucky law, hair care, nail care, and skincare services are not considered part of “health services” or healthcare. They are regulated in separate legal domains focused on consumer protection, sanitation, and professional licensing in the beauty industry. Cosmetology and related services are not legally recognized as providing treatment for physical or mental health conditions. However, these services are acknowledged to have ancillary benefits: maintaining personal hygiene is important for physical health (preventing infection, etc.), and looking and feeling good can boost mental health and quality of life. Federal agencies like HHS recognize the link between grooming, self-esteem, and mental wellness, and Kentucky law provides avenues for beauty professionals to contribute to well-being in settings like hospice care.

Ultimately, the integration of beauty and wellness remains mostly informal or supportive – e.g. barbers and stylists as community health messengers or sources of emotional support – rather than a formal part of health care delivery. Legal classifications remain clear that beauty services serve cosmetic and personal care purposes, while health services address medical and therapeutic needs. Kentucky’s current statutes and regulations reflect this separation, even as they encourage safe collaboration (through sanitation standards and allowing certain crossover services under proper conditions) to enhance the overall wellness of individuals.

📚 References

Centers for Medicare & Medicaid Services. (n.d.). Medicare Benefit Policy Manual: Chapter 16 – General Exclusions from Coverage. Retrieved from https://www.cms.gov

Commonwealth of Kentucky. (2024). Senate Bill 14: An Act Relating to Cosmetology (2024 Regular Session). Retrieved from https://apps.legislature.ky.gov

Commonwealth of Kentucky. (n.d.). Kentucky Revised Statutes Chapter 317A – Board of Cosmetology. Retrieved from https://apps.legislature.ky.gov/law/statutes/chapter.aspx?id=38880

Commonwealth of Kentucky. (n.d.). 201 KAR Chapter 12 – Kentucky Board of Cosmetology Administrative Regulations. Retrieved from https://apps.legislature.ky.gov/law/kar/title201.htm

Health and Human Services, U.S. Department of. (2023). HIPAA Privacy Rule and Its Impact on State Laws. 45 CFR §160.103. Retrieved from https://www.hhs.gov/hipaa/for-professionals/privacy/laws-regulations/index.html

Health and Human Services, U.S. Department of, Office on Women’s Health. (2021). Body image and mental health. Retrieved from https://www.womenshealth.gov/mental-health/body-image

Kentucky Board of Cosmetology. (n.d.). Sanitation Requirements and Facility Inspection Guidelines. Retrieved from https://kycosmo.boardsofkentucky.gov/

Kentucky General Assembly. (2022). House Bill 340: An Act Relating to Medical Spas (2022 Regular Session). Retrieved from https://apps.legislature.ky.gov/record/22rs/hb340.html

National Institutes of Health. (2020). Personal care services under Medicaid: Definitions and distinctions. Retrieved from https://www.medicaid.gov

Substance Abuse and Mental Health Services Administration (SAMHSA). (2021). Wellness Strategies and Behavioral Health. Retrieved from https://www.samhsa.gov/wellness-initiative

U.S. Department of Health and Human Services. (2021). Defining health care and health services: Federal policy guidance. Retrieved from https://www.hhs.gov

Louisville Beauty Academy and Its Founder Featured in Nashville Voyager for Their Community-First Mission

On May 12, 2025, the inspiring journey of Louisville Beauty Academy (LBA) and its founder, Di Tran, was featured in Nashville Voyager’s “Daily Inspiration” series. This recognition highlights not only the personal story of resilience and purpose behind the school’s creation but also LBA’s unwavering commitment to serving the community through accessible, debt-free vocational education.

A Humble Beginning, A Powerful Vision

In the interview, Di Tran reflects on his immigrant background, arriving in the United States from Vietnam with no English and no resources, but with unshakable determination and faith. He credits his mother’s sacrifice, a relentless work ethic, and the support of countless mentors for his path forward. Through his journey, Di discovered his true calling: to serve others by creating educational systems that empower people economically, emotionally, and spiritually.

This vision gave birth to Louisville Beauty Academy, a state-licensed and state-accredited institution that now boasts over 2,000 graduates. The school offers flexible scheduling, multilingual support, and transparent pricing with a mission to eliminate debt while preparing students for licensure and real-world success.

A School That Puts People First

Unlike traditional cosmetology schools, LBA is known for its deeply human approach to education. The school does more than teach technical skills—it nurtures confidence, promotes cultural respect, and supports single parents, immigrants, career changers, and those seeking a second chance.

Di Tran explains in the article that LBA is not just about cosmetology; it’s about changing lives. “I’m not the most talented. I’m just consistent,” he says. “And somehow, by grace, I now get to give back—through education, business, and service.”

A National Spotlight That Reflects Local Impact

Being featured in Nashville Voyager is an opportunity to reflect on the broader impact Louisville Beauty Academy is making not only in Kentucky but as a potential model for the nation. While Nashville Voyager offers exposure, the school’s real spotlight comes from its students—those who now earn a living, provide for families, and serve communities because of the training they received at LBA.

The article has been shared across LBA’s digital platforms, drawing attention to the importance of vocational education that centers on equity, opportunity, and affordability. As Di Tran shared with Nashville Voyager, “We don’t need perfection, we need presence. We don’t need to be the best—we need to be consistent, caring, and available.”

Looking Ahead: Sharing the Story

Louisville Beauty Academy invites all students, alumni, supporters, and community members to read and share the article: 👉 Read the full Nashville Voyager feature here

As Di Tran says, “This story isn’t just mine. It belongs to every student, every teacher, every soul who decided to try.”

About LBA: Louisville Beauty Academy is Kentucky’s leading vocational beauty school committed to debt-free, student-focused education. Founded by Di Tran, the academy prepares students for licensure and lifelong success through compassion, flexibility, and purpose-driven training.

#LouisvilleBeautyAcademy #DiTran #NashvilleVoyager #VocationalEducation #DebtFreeEducation #CommunityDriven #ImmigrantSuccess #BeautyIndustryLeadership #HumanizationInEducation

Louisville Beauty Academy: The Replicable, Scalable, and Loving Model Transforming Beauty Education in America

At Louisville Beauty Academy (LBA), we are not just redefining beauty education—we are rebuilding what it means to belong, to believe in yourself, and to build a future from the ground up. Our model is not just the most affordable, the most flexible, or the most accessible in Kentucky; it is a fully replicable system—designed to expand across cities, states, and the nation—with one sacred mission: to help every individual say, “YES I CAN”, achieve “I HAVE DONE IT,” and live a life of “NOW I GIVE BACK.”

A Business Model Rooted in Human Dignity and Practical Success

LBA is a Kentucky State-Licensed and State-Accredited Beauty College that operates on a cash-based, debt-free model. Our students are not burdened with student loans or locked into rigid academic timelines. Instead, they are empowered to enroll at any time, study with flexibility, and focus on a licensing path that matches their passion—nail technology, skincare, shampoo styling, and more.

We don’t believe in the traditional “jack-of-all-trades” beauty school approach. Instead, we guide our students to choose early, commit deeply, and grow intentionally. Why? Because mastery in one skill leads to career confidence, job success, and lifelong fulfillment. We don’t want our students to try everything and feel lost—we want them to feel found, focused, and fired up.

More Than a School — A Sacred Ecosystem

LBA has created a system where every classroom, every instructor, and every policy is designed to protect the student experience. We maintain a zero-tolerance policy for disruption, ensuring that every student feels safe, respected, and uplifted. This commitment to peace and professionalism allows our students—many of whom are immigrants, working mothers, or second-chance learners—to finally breathe, focus, and thrive.

Our graduates return not just with gratitude, but with a calling. They come back to demonstrate, teach, and lift others. This is the true power of our “YES I CAN” system: it leads to a culture of giving, a spirit of mentorship, and an unbreakable chain of success.

A Scalable, National Vision

This model works—and it can be scaled. We’ve proven that in Kentucky, with nearly 2,000 graduates and counting, representing over $20–$50 million in economic impact annually through employment, entrepreneurship, and service to the public.

Now, the Louisville Beauty Academy system is ready for multiple locations, for replication across states, and for investment by those who want to build thriving, skill-centered, love-driven beauty education centers that are both economically sound and morally rich.

Each new branch is a beacon of hope for the underserved and underrepresented. Each instructor is a guide, a mentor, and a soul who says, “I believe in you.” And every student who walks in afraid walks out with a license, a career, and a new identity: confident, capable, and compassionate.

The Heart of LBA: Safety. Skill. Spirit.

At our core, Louisville Beauty Academy is this:

  • The most trusted place to start a beauty career
  • The most loving environment for anyone chasing a dream
  • The most structured and specific path to state licensure and economic independence
  • The most powerful example of community uplift in vocational education

We don’t chase clout. We build people. We don’t wait for someone to say it’s possible. We say, “Yes you can,” and we show you how.

And when our graduates say “I have done it,” they mean it. Because they’ve done it with dignity, with excellence, and with the kind of support that only comes from family.

This is Louisville Beauty Academy.
This is where beauty begins and never ends.
This is where you rise—and lift others with you.

Research Report: Louisville Beauty Academy as a Proven Model for Loan Reform and Workforce Development – 2025

Key Points

  • Research suggests the proposed policy to allow federal loans for state-licensed beauty programs aligns with the Trump administration’s focus on reducing federal control and empowering states.
  • Removing hour-based barriers and accreditor mandates will support workforce development in the beauty industry, a vital economic sector.
  • The policy benefits the Department of Education (DOE) by streamlining aid distribution and boosting local economies.
  • Kentucky, through institutions like Louisville Beauty Academy (LBA) and efforts by NABA, is leading in cost-effective, skill-focused education.

Why This Matters

The beauty industry is a cornerstone of the U.S. economy, contributing $308.7 billion to GDP in 2022 and supporting 4.6 million jobs (Personal Care Products Council). In Kentucky, over 2,120 cosmetologists, 160 manicurists, and 570 skincare specialists fuel local economies (Bureau of Labor Statistics). However, federal rules limit access to aid for many state-licensed programs, delaying workforce entry and increasing costs.

Proposed Solution

Allow federal loans for any state-licensed program, regardless of hours or accreditation. This empowers students and states, reduces bureaucracy, and aligns with DOE’s mission for efficient education. Kentucky’s LBA is a successful example, offering affordable, fast-track programs that lead to immediate employment.

Benefits for All

This policy reduces federal oversight, trusts state licensing, and meets workforce demands, especially in high-growth fields like skincare. It is a low-risk, high-reward model that ensures quality through state regulation.

Detailed Policy Analysis and Alignment

Overview

This analysis evaluates a policy to allow federal student loans for all state-licensed beauty programs, removing hour-based barriers and accreditor mandates. The proposal, championed by the New American Business Association Inc. (NABA), aligns with the Trump administration’s education and workforce priorities and positions DOE as a reform leader. Kentucky, via LBA and NABA, is a national model in delivering efficient, workforce-ready education.

The Beauty Industry’s Economic and Social Significance

The U.S. beauty industry contributes $308.7 billion to GDP (2022) and supports 4.6 million jobs. Global retail sales hit $446 billion in 2023, expected to reach $580 billion by 2027 (McKinsey). In Kentucky, the sector employs:

  • 2,120 cosmetologists and hairdressers
  • 160 manicurists
  • 570 estheticians

Median wages range from $14.63 to $21.72/hour (Bureau of Labor Statistics). The industry is highly resilient, inclusive (79.3% women, 33% people of color), and poised for continued growth.

Barriers in Federal Financial Aid

Federal aid restrictions create the following problems:

  • Hour-Based Rules: Programs under 600 hours (like Kentucky’s 450-hour Nail Technology) are excluded.
  • Accreditor Mandates: Even state-regulated programs are disqualified if not federally accredited, despite rigorous oversight.

These restrictions:

  • Delay student graduation
  • Force unnecessary cost inflation
  • Prevent students from entering the workforce quickly

Proposed Policy

NABA proposes allowing federal loans for any state-licensed program, regardless of hour count or accreditor status. The core principles include:

  • State Licensing as the Benchmark
  • Empowered Student Choice
  • Workforce-Driven Access

Alignment with Trump Administration Priorities

The administration has taken several actions that support this policy:

  • DOE Dismantling: Executive order (March 20, 2025) prioritizes state-led education.
  • Accreditor Reform: April 2025 order criticizes accreditors as barriers.
  • Workforce Emphasis: Republican plans support vocational training, including Pell Grants for short programs.

This policy advances all three goals.

Kentucky’s Leadership: LBA and NABA

Louisville Beauty Academy (LBA) is:

  • Kentucky State-Licensed and State-Accredited
  • Tuition 50–75% lower than federally funded schools
  • Debt-free with weekly or daily graduations
  • Transparent, flexible, and student-driven

LBA offers Nail Tech (450 hrs), Esthetics (750 hrs), Shampoo Styling (300 hrs), and Cosmetology (1,500 hrs) — all aimed at licensing, not just certificates. With support from employers, families, and internal scholarships, LBA delivers guaranteed results through a multi-stakeholder model.

Benefits for the DOE

  • Streamlined Administration
  • Lower Cost with Higher Outcome
  • Support for Industry-Aligned Training

The policy aligns education funding with workforce results — a major win for efficiency and public trust.

Employment and Economic Impact (KY, 2023)

OccupationEmploymentMedian WageAnnual Mean Wage
Hairdressers/Cosmetologists2,120$14.63$48,700
Manicurists/Pedicurists160$17.01$42,330
Skincare Specialists570$21.72$55,060

Source: Bureau of Labor Statistics

The BLS projects a 7% growth in cosmetology nationwide through 2033 with 89,100 job openings annually.

Implementation Considerations

  • Loan Oversight: The Small Business Administration may assume loan administration post-DOE.
  • Aid Limits: Republican proposals may cap borrowing but support short-term vocational training.

Despite these uncertainties, the policy’s outcomes-focused design ensures resilience.

Conclusion

This proposal supports economic recovery, job creation, and student empowerment by removing unjust barriers to aid. Louisville Beauty Academy is a working proof of success, demonstrating how licensing-focused, state-approved education can deliver better outcomes faster and cheaper than traditional pathways. Let’s put trust — and funding — in the hands of the people who bear the cost: students and families.


📎 Research Sources