Trump’s 2025 Executive Order declares English the official U.S. language to promote national unity.
However, employers must be cautious before enforcing English-only workplace policies.
The EEOC generally considers such rules discriminatory under Title VII unless justified by business necessity.
While federal courts are more lenient, they require valid reasons like improving communication, safety, or customer service. More specifically, courts will uphold an English-only policy if an employer can show a legitimate business justification, such as:
- Strengthening interpersonal relationships among employee
- Reducing hostility among employees
- Ensuring politeness to customers
- Facilitating communication with customers, coworkers, or supervisors who speak only English
- Promoting workplace safety or efficient teamwork
- Enabling supervisors to monitor employee performance
All policies should be narrowly applied and not extend to breaks or personal time.
To avoid legal trouble, businesses should consult legal counsel before implementing English-language requirements.
#TheHRLady #BeOpenMinded
