As a Spanish-speaking worker in California, you have the right to not be discriminated against based on your language ability, meaning your employer cannot enforce a strict "English only" policy unless there is a strong business necessity.
No blanket "English only" rule:
Generally, employers cannot enforce a policy requiring you to speak only English at all times, as this could be considered discrimination based on national origin.
Business necessity exception:
If speaking English is absolutely necessary for job performance, an employer may require it, but they must demonstrate a legitimate business need and provide notice to employees.
Reasonable accommodations:
Employers must provide reasonable accommodations to help you understand work instructions and communicate effectively if you have limited English proficiency, which may include providing interpreters or translated documents. Discuss your concerns about language barriers with your manager or Human Resources department and request necessary accommodations.
Required language translations:
California does not require employers to translate their employee handbook into other languages. However, certain required policies must be translated, if 10% or more of your workforce speaks a language other than English, such as:
Reporting discrimination:
If you believe you are being discriminated against based on your language ability, you can file a lawsuit or a complaint with the California Civil Rights Department (CRD). Contact Luna Legal Firm P.C. for a free phone consultation at info@lunalegalfirm.com.
Disclaimer: This is attorney advertising. This does not constitute a guarantee, warranty, or prediction regarding your legal matter. This does not constitute legal advice nor does it create an attorney-client relationship. This is intended to serve as general public information. The laws on these subject matters change periodically, thus this information may not be up to date. Advertising by Luna Legal Firm P.C., 16501 Ventura Blvd. Suite 400, Encino, CA 91436.
