The speaking of English in the workplace has, increasingly, become an issue in the workplace. While employers may require English to be spoken at different times and places, there has been a significant rise in the number of workers who prefer to speak another language. Language is not a protected right, but the courts seem to be in agreement on the limiting of language other than English in the workplace. This paper discusses the implications of English only policies for employers and third parties, and how future cases may be decided.