{"id":357699,"date":"2016-04-04T10:45:26","date_gmt":"2016-04-04T15:45:26","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-law\/employment\/employment-discrimination\/national-origin-discrimination.html"},"modified":"2025-04-14T16:51:00","modified_gmt":"2025-04-14T21:51:00","slug":"national-origin-discrimination","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/national-origin-discrimination.html","title":{"rendered":"National Origin Discrimination Law at Work"},"content":{"rendered":"\n<div class=\"wp-container-core-columns-is-layout-9d6595d7 fl-sectionWithSidebar fl-container fl-flex fl-flex-wrap fl-gap30\">\n    \n    <div class=\"fl-page-articles fl-section-main fl-section-main-full-width\">\n        <h1 class=\"fl-no-margin-top\">National Origin Discrimination Law at Work<\/h1>\n<section class=\"fl-gutenberg-byline\">\n    <div class=\"fl-gutenberg-byline-content\">\n                    By <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/aviana-cooper-esq\/\">Aviana Cooper, Esq.<\/a> | Legally reviewed by <a\n                href=\"https:\/\/www.findlaw.com\/company\/our-team\/aviana-cooper-esq\/\">Aviana Cooper, Esq.<\/a>\n                | Last reviewed\n        <time>\n                            April 14, 2025\n                    <\/time>\n    <\/div>\n\n    \n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-legally-reviewed\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Legally Reviewed\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>This article has been written and reviewed for legal accuracy, clarity, and style by <a href=\"https:\/\/www.findlaw.com\/company\/our-team.html\">FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with <a href=\"https:\/\/www.findlaw.com\/company\/company-history\/editorial-policy.html\">our editorial standards<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n\n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-fast-checked\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Fact-Checked\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>The last updated date refers to the last time this article was reviewed by FindLaw or one of our <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/contributing-authors.html\">contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please <a href=\"https:\/\/lawyers.findlaw.com\/?fli=bylinelink\" target=\"_blank\" rel=\"noopener\">contact an attorney in your area<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n<\/section>\n    <div class=\"fl-callout-text article-blockquote\">\n        <p>No employee should suffer from harassment at work, including because of their country of origin. Luckily, federal law protects employees from national origin discrimination.<\/p>\n\n    <\/div>\n\n<p>Employers sometimes make hiring, firing, promotion, and pay decisions based on an employee&#8217;s national origin. Discrimination on the basis of national origin is illegal under federal law, as well as under many state laws.<\/p>\r\n<p>This issue can have a notable effect on an employee\u2019s career, such as lost income and psychological damage. When you face discrimination at work, you may want to <a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" target=\"_blank\" rel=\"noopener\">talk to an attorney<\/a>.<\/p>\r\n<h2>What Is National Origin Discrimination?<\/h2>\r\n<p>National origin discrimination happens when someone <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/discriminatory-practices.html\">treats someone else unfavorably<\/a> because of their national origin. It differs from discrimination based on race, whether an individual is a U.S. citizen or immigration-related status.<\/p>\r\n<p>National origin discrimination involves treating people (job applicants or employees) unfavorably because:<\/p>\r\n<ul>\r\n<li>They are a part of a particular national origin group or are of a specific ethnicity<\/li>\r\n<li>They have an accent<\/li>\r\n<li>They have a particular citizenship status<\/li>\r\n<li>They are married to a person from a certain national origin group<\/li>\r\n<li>They have a surname associated with a particular national origin<\/li>\r\n<li>Their ancestry<\/li>\r\n<li>Their birthplace<\/li>\r\n<li>Their national origin culture<\/li>\r\n<li>They associate with people from a specific ethnic group<\/li>\r\n<li>They have a membership with an ethnic promotion group<\/li>\r\n<li>They appear to be of a certain ethnic background (even if they are not)<\/li>\r\n<\/ul>\r\n<h3>Examples of National Origin Discrimination<\/h3>\r\n<p>Discrimination can affect conditions of employment, such as:<\/p>\r\n<ul>\r\n<li><a href=\"https:\/\/www.findlaw.com\/employment\/losing-a-job\/wrongful-termination-claims.html\">Firing<\/a>, demoting, or refusing to hire or promote based on the person\u2019s national origin<\/li>\r\n<li><a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits.html\">Compensating employees<\/a> differently based on ethnicity or origin<\/li>\r\n<li>Offering different training or career opportunities based on national origin<\/li>\r\n<li>Selecting a disproportionate number of employees of a particular ethnicity for layoffs<\/li>\r\n<li>Assigning worse or <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-safety\/protecting-yourself-from-unsafe-working-conditions.html\">more dangerous job duties<\/a> based on national origin or citizenship status<\/li>\r\n<li>Requiring only employees of a particular origin to <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/drug-testing.html\">take drug tests<\/a> or medical exams<\/li>\r\n<li>Refusing <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/time-off-from-work.html\">breaks or sick leave<\/a> of employees with a particular background<\/li>\r\n<\/ul>\r\n<p>Also, employers may not isolate members of a certain race or nationality to a physical area or away from customer contact.<\/p>\r\n<h2>Who Does Title VII Protect from National Origin Discrimination?<\/h2>\r\n<p><a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/title-vii-of-the-civil-rights-act-of-1964-equal-employment.html\">Title VII of the Civil Rights Act of 1964<\/a> bans employers with more than 15 employees from discriminating against employees. They can&#8217;t discriminate on race, color, or national origin. It also bans discrimination against those associated with a person, organization, or group connected to a particular race, color, or national origin.<\/p>\r\n<p>The U.S. Equal Employment Opportunity Commission, the U.S. Department of Justice, and other federal government agencies enforce workers\u2019 rights.<\/p>\r\n<h2>Work Situations of National Origin Discrimination<\/h2>\r\n<p>Regardless of national origin, if an employment policy or practice harms a group of people with a particular national origin or ethnic group and isn&#8217;t related to job performance, it violates&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/employees-rights-101.html\">employment law<\/a>.<\/p>\r\n<h3>National Origin Harassment<\/h3>\r\n<p>The law bans harassment in the workplace. Unlawful behavior must be frequent and severe enough to create a<a href=\"https:\/\/dictionary.findlaw.com\/definition\/hostile-work-environment.html\" target=\"_blank\" rel=\"noopener\"> hostile work environment<\/a>. Or it results in an adverse employment decision against the victim.<\/p>\r\n<p>National-origin <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/discrimination-and-harassment-resources.html\">harassment <\/a>at work can include the following discriminatory practices:<\/p>\r\n<ul>\r\n<li>Offensive or derogatory remarks about a person&#8217;s ethnic background or country of origin<\/li>\r\n<li>Mockery of a foreign accent<\/li>\r\n<li>Use of racial or ethnic slurs<\/li>\r\n<li>Display of racially offensive symbols and depictions<\/li>\r\n<li>Harassing comments about national origin that create a hostile or offensive work environment and when it results in an adverse employment decision<\/li>\r\n<li>English-only requirements when English fluency is not necessary to perform the job well<\/li>\r\n<\/ul>\r\n<p>The harasser can be the victim&#8217;s supervisor or a different supervisor at the employer. They can also be someone who is not a co-worker or someone who is not an employer, such as a client or customer.<\/p>\r\n<h3>Discriminatory Employer Policies<\/h3>\r\n<p>An employer can&#8217;t use an employment policy or practice if it negatively impacts people of a certain national origin and is not necessary to operate a business. This is the case even if the employment practice applies to everyone and there is a nondiscriminatory reason for the policy or practice.<\/p>\r\n<p>Discrimination based on the physical characteristics of a <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/race-discrimination.html\">particular race<\/a> is also forbidden. The following characteristics can\u2019t serve as a basis for discrimination unless they are relevant aspects of the job:<\/p>\r\n<ul>\r\n<li>Hair texture<\/li>\r\n<li>Skin color or complexion<\/li>\r\n<li>Facial features<\/li>\r\n<li>Height<\/li>\r\n<\/ul>\r\n<p>Neutral policies with a <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/disparate-impact-discrimination.html\">discriminatory impact<\/a> are also illegal. Policies are not allowed under Title VII if they negatively impact people of a particular race, color, or national origin. This is true even if the policy is \u201cfacially neutral,\u201d meaning it doesn\u2019t seem discriminatory at a surface level. If the policy doesn&#8217;t relate to the job and is unnecessary for the operation of the business, it goes against Title VII.<\/p>\r\n<h3>Language Issues in the Workplace<\/h3>\r\n<p>An employer can only demand an employee to speak fluent English if English fluency is necessary for a specific position or work performance. An &quot;<a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/national-origin-discrimination-and-english-language-only-rules.html\">English-only rule<\/a>&quot; is only allowed if necessary to ensure safe and efficient business operations.<\/p>\r\n<p>Basing employment decisions on whether a person is without an accent or other linguistic characteristics is problematic. An employer can only use these measures for employment eligibility if the accent seriously interferes with job performance.<\/p>\r\n<p>An &quot;English-only rule&quot; can serve as the basis of a discrimination complaint. An employer must think about whether they have a legitimate business reason for language-based employment decisions. They must ensure these decisions do not violate&nbsp;Title VII.<\/p>\r\n<h2>Do Discrimination Laws Protect Immigration Status?<\/h2>\r\n<p>Yes. Employers cannot base employment decisions on a person&#8217;s <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/employment-discrimination-against-immigrants-overview.html\">citizenship or immigration status<\/a>. Most times, though, a person will need legal authorization to work. There is an exception for decisions based on <a href=\"https:\/\/www.findlaw.com\/immigration\/visas\/employment-based-visas.html\">visa sponsorship<\/a> and work eligibility.<\/p>\r\n<p>The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate in:<\/p>\r\n<ul>\r\n<li>Hiring<\/li>\r\n<li>Firing<\/li>\r\n<li>Recruitment<\/li>\r\n<li>Referral for a fee<\/li>\r\n<\/ul>\r\n<p>The Department of Justice&#8217;s Civil Rights Division&#8217;s&nbsp;<a href=\"https:\/\/www.justice.gov\/crt\/overview-immigrant-and-employee-rights-section\" target=\"_blank\" rel=\"noopener\">Immigrant and Employee Rights Section<\/a>&nbsp;enforces the IRCA&#8217;s nondiscrimination requirements.<\/p>\r\n<h2>Reporting National Origin Discrimination<\/h2>\r\n<p>Employees who believe that they received an adverse employment action based on their national origin or that their national origin has played a negative role in their employment status can bring a complaint before their state&#8217;s&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/eeoc-s-charge-processing-procedures.html\">Equal Employment Opportunity Commission<\/a> (EEOC). They may&nbsp;<a href=\"https:\/\/www.findlaw.com\/civilrights\/discrimination\/filing-discrimination-charges-with-the-eeoc.html#:~:text=Under%20federal%20law%2C%20you%20must,filing%20deadline%20to%20300%20days.\">file a charge of discrimination<\/a>.<\/p>\r\n<p>Employees in the private sector or state and local governments may&nbsp;file a discrimination charge&nbsp;for rights violations under federal EEO laws.<\/p>\r\n<p>They may also sue their employer if the&nbsp;<a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/filing-an-eeoc-complaint-or-charge.html\">EEOC charge<\/a>&nbsp;does not bring a solution.<\/p>\r\n<h2>Discuss Your Treatment at Work With a Lawyer<\/h2>\r\n<p>You may need additional information to know whether your employer discriminated against you. Meeting with a lawyer can be helpful if you believe you may have an employment discrimination claim.<\/p>\r\n<p>A <a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" target=\"_blank\" rel=\"noopener\">local employment lawyer <\/a>can help you with national origin discrimination, race discrimination, sexual harassment, <a href=\"https:\/\/www.findlaw.com\/employment\/employment-discrimination\/religious-discrimination.html\">religious discrimination<\/a>, and other anti-discrimination laws. They can explain your legal options and whether you have a viable discrimination case.<\/p>\r\n<div class=\"was-this-helpful\">\n    <div\n            class=\"was-this-helpful__question-container\"\n            aria-labelledby=\"was-this-helpful__question\"\n            role=\"group\"\n    >\n        <span\n                id=\"was-this-helpful__question\"\n                class=\"was-this-helpful__question fl-text-lg-bold\"\n        >Was this helpful?<\/span>\n        <button\n                class=\"was-this-helpful__button fl-text-sm\"\n                aria-label=\"Yes\"\n                value=\"yes\"\n        >\n            <span class=\"was-this-helpful__button-text fl-text-bold\">Yes<\/span>\n            <i class=\"was-this-helpful__button-icon\">\n                <svg width=\"22\" height=\"22\" viewBox=\"0 0 22 22\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n                    <g id=\"thumbs-up\" clip-path=\"url(#clip0_604_3418)\">\n                        <path 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