International employees in the United States have robust legal protections against workplace discrimination, regardless of their immigration status or visa type. Federal laws, including Title VII of the Civil Rights Act and the Immigration and Nationality Act (INA), prohibit employers from discriminating against workers based on national origin or citizenship

If you’ve experienced race discrimination at work, you may be entitled to significant compensation, including back pay, front pay, emotional distress damages, punitive damages, and attorney’s fees. The exact amount you can recover depends on which laws apply to your situation, the severity of the discrimination, and whether you file

Implicit bias—the unconscious attitudes and stereotypes that influence how we perceive and treat others—plays a significant role in employment decisions across hiring, promotions, performance evaluations, and discipline. Even employers who genuinely believe they’re treating everyone fairly can make decisions tainted by biases they don’t consciously recognize. Under federal and New

Systemic racism in employment refers to discriminatory patterns, policies, and practices embedded within workplace structures that disadvantage employees and job applicants based on race, whether intentionally or through seemingly neutral policies that produce unequal outcomes. Unlike individual acts of bias, systemic discrimination creates institutional barriers that affect entire groups of

Yes, you can—and federal and New York laws protect you from it. Associational discrimination (also called discrimination by association) occurs when an employer treats you unfairly because of your relationship or association with someone of a different race, ethnicity, or national origin. If you’re passed over for promotion because your

Racial harassment becomes illegal when it’s severe or pervasive enough to alter your working conditions and create an abusive environment. Under federal and New York law, employers can be held liable when racial slurs, stereotypes, offensive imagery, or other race-based conduct make your workplace intimidating, hostile, or offensive. If you’re

Federal and New York law require employers to make reasonable accommodations for your sincerely held religious beliefs and cultural practices—unless the accommodation would cause substantial hardship to the business. This means your employer generally cannot force you to violate your faith or abandon cultural traditions tied to your religion or

Employers implementing English-only rules or making employment decisions based on your accent may be violating federal, state, and local anti-discrimination laws. Under Title VII of the Civil Rights Act, national origin discrimination includes treating employees unfavorably because of their ethnicity, accent, or language characteristics—and blanket English-only policies that apply at

When facing racial discrimination in the workplace, you have two primary federal laws available to protect your rights: Title VII of the Civil Rights Act of 1964 and Section 1981 (42 U.S.C. § 1981). Both laws prohibit race-based employment discrimination, but they differ significantly in ways that can affect your

Proving race discrimination at work doesn’t require catching your employer red-handed making racist statements. While direct evidence like explicit discriminatory remarks certainly helps, the reality is that most successful race discrimination cases are built on circumstantial evidence—patterns of treatment, statistical disparities, and timing that together paint a picture of unlawful