Fornew hires, employers can include language requirementsimmediately— but only if they can demonstrate that English proficiency is abusiness necessity(e.g., safety, communication, customer service).

Extract from HRCI-aligned HR knowledge (Risk Management):

SPHR candidates must ensure “job requirements are defensible under EEOC and Title VII guidelines.” Language must be tied to business necessity, but is permitted forfuture recruiting effortswith appropriate documentation.