When an employer implements a language-exclusivity rule, such as an English-only workplace rule for employees, it may implicate federal laws prohibiting discrimination based on national origin. This article highlights some of the legal considerations for employers in this scenario.
Quick Hits
English-only workplace rules are generally impermissible but may be lawful in situations where they’re required for safe or efficient business operations.
The EEOC recently released a video indicating an intent to increase its enforcement focus on national origin discrimination against Americans and English speakers.
The EEOC has prioritized its efforts on protecting American workers from “anti-American national origin discrimination.”
Background
Title VII of the Civil Rights Act of 1964 protects workers from employment discrimination based on national origin. The scope of this protection includes employees born outside the United States, as well as U.S.-born workers and those with ancestors… Read the complete article here...
© 2026, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.