Before proceeding, please review the legal disclaimer.

National Origin Discrimination in the Workplace: Know Your Rights in Texas

In today’s diverse workforce, employees bring a rich array of cultures, languages, and backgrounds to their jobs. But for many, this diversity can also lead to unfair treatment based on national origin. National origin discrimination is a serious violation of federal and state law, yet it continues to impact workers across Texas — especially in Houston, one of the most culturally diverse cities in the country.

Whether you’ve been mocked for your accent, passed over for promotion due to your ethnicity, or retaliated against for reporting discriminatory behavior, it’s important to understand your legal rights. This blog will break down what national origin discrimination looks like, give real-world examples, and explain how The Lange Firm in Houston can help you take action.

What Is National Origin Discrimination?

National origin discrimination occurs when an employee or job applicant is treated unfavorably because they are from a particular country or part of the world, because of their ethnicity or accent, or because they appear to be of a certain ethnic background — even if they’re not.

This type of discrimination is illegal under:

• Title VII of the Civil Rights Act of 1964 (federal law)

• Texas Labor Code Chapter 21 (state law)

These laws prohibit employers from discriminating based on national origin in any aspect of employment — hiring, firing, pay, job assignments, promotions, training, or any other term or condition of employment.

Examples of National Origin Discrimination in the Workplace

Here are some real-world examples to help you understand what national origin discrimination can look like:

1. Accent Discrimination

A woman from Nigeria applies for a customer service role in a Houston office. Despite having clear communication skills, she is told her accent is “too strong” and that customers might “have trouble understanding her.” The job goes to a less-qualified candidate with a local accent.

➡️ Unless the accent materially interferes with job performance, this could be discrimination.

2. Ethnic Slurs or Harassment

A Mexican-American employee overhears coworkers repeatedly making jokes about “illegal aliens” and using slurs about immigrants. When he complains, his supervisor tells him to “toughen up.” Instead of addressing the issue, the company reduces his hours.

➡️ This may constitute a hostile work environment and retaliation — both unlawful under federal and state law.

3. “English Only” Policies

A warehouse in Sugar Land, Texas, implements an “English only” rule — even during lunch breaks. Several Spanish-speaking employees are reprimanded for conversing in Spanish, even though it doesn’t interfere with their work.

➡️ Unless an English-only rule is necessary for safety or efficiency, this type of blanket policy may be discriminatory.

4. Hiring Preferences

A Houston restaurant owner openly states in a job interview that they prefer “local-born” staff for front-of-house roles because customers feel “more comfortable” with them. A qualified applicant born in Pakistan is not hired.

➡️ This is a clear example of discriminatory hiring practices.

Protections for Immigrants and Non-Citizens

It’s important to note: your immigration status does not eliminate your right to be free from discrimination. Federal law protects employees regardless of their citizenship status.

Employers may not:

• Ask only certain employees to re-verify their work eligibility.

• Refuse to accept valid documentation showing work authorization.

• Retaliate against someone for filing a discrimination complaint, even if they are undocumented.

If you’re undocumented and facing workplace discrimination, you still have rights and may be protected under anti-retaliation provisions.

How to Prove National Origin Discrimination

To build a successful claim, you must show:

1. You are a member of a protected class (e.g., identified with a particular national origin or perceived as such).

2. You were qualified for the job or met performance expectations.

3. You suffered an adverse employment action (fired, demoted, not hired, etc.).

4. The action was taken because of your national origin.

You may also need to demonstrate patterns of discriminatory behavior, witness testimony, or evidence such as emails or text messages. Even if the discrimination is subtle or indirect, you may still have a valid legal claim.

What Should You Do If You Experience Discrimination?

If you suspect you’re being treated unfairly due to your national origin, take the following steps:

1. Document Everything

Keep detailed records of what happened, who was involved, when it occurred, and any witnesses.

2. Report Internally

Use your company’s HR or complaint process if available. This can help show you tried to resolve the issue internally.

3. File an EEOC Charge

You can file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) or the Texas Workforce Commission (TWC). But deadlines apply — usually 180 or 300 days from the date of the incident.

4. Contact a Lawyer

Discrimination cases can be complex and emotionally exhausting. An experienced employment lawyer can help you evaluate your case, preserve evidence, and file timely claims.

How The Lange Firm in Houston Can Help

At The Lange Firm, we know how painful and isolating it can feel to experience workplace discrimination — especially when it stems from your cultural identity or background. Our firm is proud to serve clients throughout the Houston area and the state of Texas with experienced, compassionate legal counsel.

We represent individuals in claims involving:

• National origin and race discrimination

• Hostile work environments

• Wrongful termination

• Retaliation for speaking up about injustice

Whether you were denied a job because of your accent or pushed out of a role for reporting offensive comments, we can help you pursue the justice and compensation you deserve.

👉 Contact The Lange Firm today to schedule a confidential consultation and take the first step toward standing up for your rights.