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Where you come from shouldn’t determine how you’re treated at work. But for too many New Yorkers, national origin discrimination is a daily reality—whether it’s being mocked for an accent, passed over for promotions, or treated unfairly based on ethnicity or immigration status.
New York City is one of the most diverse places in the world. That diversity should be celebrated, not used against you. Fortunately, both federal and local laws protect workers from discrimination based on national origin, and these protections are among the strongest in the country.
If you think something’s not right at work, let’s explore what the law says and how you can stand up for your rights.
What Is National Origin Discrimination?
National origin discrimination happens when an employer treats someone unfairly because of their ancestry, ethnicity, native language, accent, or perceived national background. It can also apply when someone is treated differently because they associate with people from another country, such as having a spouse or family member who is an immigrant.
This kind of discrimination can show up in different ways:
- Offensive comments or slurs about where you’re from
- Company policies that single out accents or cultural clothing
- Unequal pay or fewer advancement opportunities
- Being told to “speak English only” without justification
- Harassment from coworkers or supervisors that’s ignored by management
Even when it’s subtle, national origin discrimination is still illegal.
Which Laws Protect You?
You’re protected by both federal and local laws, and New York City’s protections go even further than what federal law offers.
Title VII of the Civil Rights Act of 1964 makes it illegal for employers to discriminate based on national origin. This applies to hiring, firing, pay, promotions, and other conditions of employment. Employers are also required to take steps to prevent and address harassment based on national origin.
In New York City, the NYC Human Rights Law provides additional coverage. It applies to employers with four or more employees and prohibits discrimination based on national origin, citizenship status, and perceived ethnicity. It also offers protection even if the discrimination is based on assumptions—for example, being harassed because someone thinks you’re from a certain country, even if you’re not.
Language and Accent Discrimination
Accent discrimination is one of the most common forms of national origin bias. Employers may claim a “communication issue” as a reason for limiting your role, but the law only allows this if the accent genuinely interferes with job performance.
In New York City, broad “English-only” policies are also suspect. Unless there’s a clear business reason—like safety or communication with clients—employers generally can’t forbid employees from speaking other languages at work.
If you feel singled out because of how you speak or what language you use, that may be a form of illegal discrimination.
Citizenship and Immigration Status
While national origin and immigration status are different under the law, they often overlap in workplace discrimination cases.
Under New York City law, employers cannot discriminate based on immigration status or perceived immigration status. That means an employer can’t harass or fire someone just because they’re undocumented, or because they think they are.
However, this protection doesn’t give undocumented workers legal authorization to work. It simply means they’re still protected against mistreatment if they do. Whether you’re a green card holder, on a visa, or born outside the U.S., your rights as a worker still matter.
What You Can Do If You’re Being Targeted
If you’re facing harassment, retaliation, or discrimination based on your background, don’t wait until it gets worse. Keep records—notes about what happened, when, and who was involved. Save emails or text messages that show changes in how you’re being treated.
You have the right to file a complaint with HR, but many employers don’t take complaints seriously—or worse, retaliate against those who speak up. That’s where Lipsky Lowe steps in.
We stand up for workers from all walks of life, many of whom come to us after being treated unfairly because of where they’re from or how they speak. We’ve helped clients in every borough challenge discrimination and hold their employers accountable under both federal and city laws.
We’ll listen to your story, help you understand your options, and walk you through the process. Whether it’s negotiating a resolution or filing a legal claim, we’re here to protect your dignity, your job, and your future. Talk to us today.