Yes. Discrimination based on your accent or use of a language other than English is considered national origin discrimination in most circumstances. An employer can require English in limited situations, such as when it is necessary for job safety or effective communication, but blanket English-only policies applied broadly have been found unlawful. If you were passed over for a promotion, disciplined, or fired because of how you speak rather than your job performance, those actions could be challenged in court. Request a consultation for more information.
