On March 1, 2025, President Trump signed an Executive Order designating English as the official language of the U.S., revoking Clinton’s EO 13166, which mandated federal language assistance. However, the new order allows agencies discretion in continuing multilingual support.

For private employers, this EO does not change existing legal obligations. Title VII of the Civil Rights Act still protects employees from national origin discrimination, meaning overly broad English-only policies could lead to legal challenges. The Equal Employment Opportunity Commission(EEOC) guidance on language policies remains unchanged—English-only rules must be justified by business necessity, such as safety or operational efficiency.

HR professionals should proceed with caution. Employers can still publish employee handbooks in other languages and maintain diversity initiatives. Misinterpreting the EO or enforcing strict language policies without justification may expose companies to discrimination claims.

The EO shifts federal policy but does not mandate changes for private businesses. Employers should stay compliant, document language policy decisions carefully, and consult legal counsel before implementing any changes. Balancing inclusivity with operational needs remains critical for a legally sound workplace.

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