National Origin Discrimination

Your accent, your ancestry, where you were born — none of it has anything to do with your right to fair treatment at work. If your employer thinks otherwise, we can help.

Get free case review
An open passport on a table, its pages filled with colorful entry and exit stamps from various countries

What is national origin discrimination?

National origin discrimination means being treated unfairly because of your country of origin, ancestry, accent, or ethnicity. English-only workplace rules, refusing to hire people with accents, or assigning worse work based on where someone’s from can all qualify. Title VII and state human rights laws prohibit it.

This kind of discrimination often targets the things that make you who you are — your accent, your name, where your family comes from.

How national origin discrimination shows up at work

  • You’re passed over because of an accent that doesn’t affect your work

  • An English-only rule appears with no real business reason

  • Your qualifications from another country are dismissed out of hand

  • You get the worst shifts, tasks, or treatment compared to others

  • Comments about your background or immigration status become normal

  • You’re assumed to be less capable before you’ve done a thing

Federal and state protections

Stone courthouse columns framed by red autumn leaves

What the law says about national origin discrimination

Federal

Title VII prohibits discrimination based on national origin, including ancestry, birthplace, culture, and accent. English-only rules are only lawful in narrow circumstances tied to genuine business necessity. It applies to employers with 15 or more employees.

Minnesota

The MHRA prohibits national origin discrimination and applies to smaller employers than federal law.

Learn more

Illinois

The IHRA prohibits national origin discrimination, and separate provisions address discrimination based on immigration or citizenship status.

Learn more

Not sure which law applies to your situation? That’s what we figure out with you.

What a national origin discrimination case can recover, if your case is successful:

  • Back pay for wages you lost
  • Front pay for future wages
  • Reinstatement to your job (if that’s what you want)
  • Compensation for emotional distress
  • Punitive damages against the employer (in serious cases)
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

Wanta Thome partners and legal team standing together outdoors
*Prior results do not guarantee a similar outcome.

How we handle national origin discrimination cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team
Shawn Wanta, Founding Partner at Wanta Thome

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome, Founding Partner at Wanta Thome

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood, Attorney at Wanta Thome

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec, Attorney at Wanta Thome

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Common questions about national origin discrimination

  • Is it legal for my employer to have an English-only rule?

    Only in narrow circumstances. English-only policies are generally unlawful unless the employer can show a genuine business necessity, like safety. Blanket English-only rules that apply at all times, including breaks, are often found to be discriminatory.

  • Can I be discriminated against for my accent?

    Usually, yes, that’s unlawful. Unless your accent genuinely interferes with job performance in a role requiring clear spoken communication, treating you worse because of it can be national origin discrimination.

  • What’s the difference between national origin and citizenship discrimination?

    National origin discrimination is about where you or your ancestors are from. Citizenship or immigration-status discrimination is about your legal status to work. They overlap, and separate laws address each. We help identify which claims apply to your situation.

  • Can my employer dismiss my foreign education or credentials?

    Automatically rejecting qualifications because they’re from another country, without a legitimate reason, can be evidence of national origin discrimination — particularly if domestic credentials are accepted for the same role.

  • What if coworkers make comments about where I’m from?

    Persistent comments, slurs, or “jokes” about your national origin can create a hostile work environment. If it’s severe or ongoing and your employer failed to address it, that may be national origin discrimination.

See all discrimination FAQs

Ready to find out where you stand?

Five fields, no story needed yet — that comes on the follow-up call. Most people hear back within five minutes if Nina is enabled, or the same business day if not.

Your submission is confidential. We do not contact your employer.

The fastest way to know if you have a case

Receive a call from our AI voice system, which will call you in the next 5 minutes to confirm details, if you opt for it.

We may occasionally contact you with updates or content we think you'll find useful. You can unsubscribe anytime. To learn more, see our Privacy Policy.

By submitting this form, you consent to receive a brief automated follow-up call to gather additional details. This helps us better understand your situation and deliver the right support. You also agree to Wanta Thome storing and processing your information to provide requested services.

Common questions

How much is a national origin discrimination case worth?

It depends on your losses and the employer’s conduct — back pay, future pay, emotional distress, punitive damages in serious cases, and attorney’s fees. We’ll assess yours honestly once we know the facts.

How long do I have to file a national origin discrimination claim?

Federal deadlines can be as short as 180 or 300 days, with different state timelines. Reach out early.

Do I need to file with the EEOC first?

For most federal claims, yes. State claims may differ. We handle the filing and keep it timely.

Do I need a lawyer for a national origin discrimination claim?

You can file alone, but deadlines, evidence, and employer defenses make it complex. A lawyer helps you avoid mistakes, with no upfront cost on contingency.

Can I still have a case if I’m still employed?

Yes. Being passed over, given worse work, or harassed because of your national origin while still employed can support a claim.