When President Donald Trump signed an executive order (EO) making English the official language of the United States, HR professionals sat up straight. Executive orders aren’t suggestions — they’re directives with legal teeth.

This one leaves employers facing tough questions: Can you still publish employee handbooks in Spanish? Is your inclusion and diversity initiative suddenly at odds with federal policy? And just how far can — or should — companies go in enforcing English-only rules? Understanding what changed (and what didn’t) is essential for ensuring compliance and avoiding lawsuits.

EO Impact Zone

EOs: Authority Without Legislation

EOs aren’t bills passed by Congress — they’re policy directives issued from the president’s desk. They don’t create new laws but dictate how federal agencies operate within existing laws.

An EO can swiftly alter government policy, but it has limits: It can’t override federal statutes or constitutional protections. Unlike laws enacted by Congress, EOs can be overturned by subsequent presidents, challenged by courts, or negated by legislation.

Trump’s EO on English

On March 1, Trump issued an executive order officially designating English as the national language of the United States. According to the White House, the move aims to promote national unity, streamline government operations, and foster a shared American culture. The order argues that one language — English — strengthens societal cohesion and economic opportunity.

Specifically,...

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