A recent UK employment tribunal decision is an important reminder for employers that language policies at work are not just operational, they’re personal.
A Tanzanian employee was awarded nearly £11,000 after being told he was not allowed to speak Swahili while at work. The tribunal concluded that the instruction created a hostile and humiliating working environment, criticising the employer’s approach as crass and derogatory.
For managers and HR teams, this case highlights something we see time and again: a rule introduced in the name of professionalism or standards can quickly become a legal and people risk if handled without care, particularly under the Equality Act 2010.
What actually happened
The employee was told by his line manager that he should only speak English while on site, and the instruction was later confirmed in writing. Crucially, the expectation wasn’t limited to operational needs like safety briefings or team instructions. It also affected personal conversations and calls with family during breaks.
While the employee was later dismissed for capability reasons unrelated to race, the tribunal still found that the language restriction itself amounted to race discrimination.
If you want a straightforward, employer-friendly explanation of how race discrimination works in UK workplaces, ACAS is a solid reference point: Race discrimination and Types of race discrimination.
Why language is a sensitive HR issue
Language is closely tied to:
Cultural identity;
Ethnicity;
Sense of belonging.
So when an employer restricts someone’s use of their native language without a clear, proportionate reason, it can amount to race discrimination, even if that wasn’t the intention.
In this case, the employee said he felt so uncomfortable that he stopped speaking to his family during breaks and worried colleagues were reporting him. The stress affected his home life and health.
That impact matters. Tribunals look at how it made someone feel, not just what the employer meant.
Where the employer went wrong
The employer later argued the restriction related to safety and disruption, but the tribunal did not accept that explanation.
From an HR perspective, the key issue is that the response focused on the language itself rather than identifying a specific behaviour or operational risk that needed to be managed. A broad “English only” approach can easily become disproportionate, especially when it extends to breaks, personal calls, or informal conversation.
When can language expectations be reasonable?
There are situations where language expectations can be justified. For example, where safety instructions must be understood by everyone, or where a role genuinely depends on shared communication (customer-facing work is the obvious example).
The key is reasonableness and proportionality. Employers should be able to explain the “why”, keep it limited to what’s necessary, and avoid blanket bans that stray into policing personal interactions.
Practical takeaway for employers
If a manager raises concerns about language use:
Do
Clarify the actual issue (safety, exclusion, distraction, etc.).
Have a respectful conversation, not a directive.
Focus on behaviour, not the language itself.
Get HR advice before putting anything in writing.
Don’t
Introduce “English only” rules without careful review.
Police personal conversations or break times.
Single out one individual.
Assume intent doesn’t matter if impact is harmful.
Why this matters for UK workplaces
UK workplaces are increasingly diverse. That diversity brings different languages, cultures and backgrounds and that’s a strength.
But it also means managers need awareness. A quick instruction given in frustration can end up costing thousands and damaging trust across a team.
This case is a reminder that inclusion isn’t just a value, it’s a legal responsibility.
At HR Hub Plus, we help organisations handle sensitive people matters in a way that protects both the business and the individuals involved.
If you’re unsure whether a workplace rule or management decision could raise discrimination risks, it’s always better to review it early.
