Does Equal Employment Opportunity law address language discrimination?

Language discrimination is indeed addressed under Equal Employment Opportunity (EEO) laws, particularly as it relates to national origin discrimination. The law recognizes that language is often tied to an individual's national origin and that treating individuals unfairly based on their language abilities can be a form of discrimination. This perspective aligns language discrimination with broader issues of equality and non-discrimination, highlighting that employees should not face disadvantages in employment based solely on their language skills or the accent they may have.

In this context, the law seeks to protect individuals from being discriminated against for their linguistic characteristics, which can include not just fluency in a language but also the presence of an accent or dialect. As such, those who face adverse employment actions due to their language could potentially seek recourse under EEO protections, especially if such actions can be connected to national origin.

While addressing language discrimination may vary depending on jurisdiction and the specifics of an employment situation, the overarching tenet of the EEO laws is to promote fairness and prevent discrimination in the workplace for various characteristics, including aspects tied to language and national origin.