President Donald Trump has signed a new executive order mandating that all commercial truck drivers in the United States demonstrate proficiency in English, a move that aims to enhance road safety but also raises important considerations for employers in the logistics and transportation sectors. The order, which follows Trump’s earlier executive order designating English as the country’s official language, emphasizes that truckers must be able to read road signs, communicate with law enforcement, and interact with employers and customers in English.
Key Points from the Executive Order
- Enforcement of English Proficiency: The order directs the Department of Transportation to issue new guidance and resume strict enforcement of English language requirements for truck drivers. Drivers who cannot demonstrate sufficient English skills may be placed “out-of-service,” meaning they cannot legally operate a commercial vehicle until they comply.
- Safety and Communication: The administration cites public safety as the primary motivation, noting that effective communication is essential for responding to emergencies, following traffic laws, and ensuring smooth operations on the road.
- Industry Reaction: While some industry groups, like the Owner-Operator Independent Drivers Association (OOIDA), have welcomed the executive order as “common sense,” others, including immigrant rights advocates, have criticized the move, warning that the policy could create employment barriers and lead to discrimination, particularly for communities with a high proportion of non-native English speakers.
What This Means for Employers
Compliance and Documentation
For U.S. employers, especially those addressing ongoing driver shortages, foreign talent is often brought in under specific visa categories:
- H-2B Visa: This temporary, non-agricultural worker visa is frequently used by trucking companies to fill seasonal or peak-load positions. The H-2B process allows drivers to work in the U.S. for up to nine months at a time, and employers are responsible for many associated costs. The Biden administration recently expanded the H-2B program, nearly doubling the available permits for foreign truck drivers in 2025, but the future of this expansion is now uncertain under Trump’s renewed focus on restricting immigration.
- EB-3 Visa: For permanent roles, the EB-3 green card category allows employers to sponsor foreign drivers for long-term employment. This process can take one to two years and is often used when employers cannot find qualified U.S. workers.
Companies employing foreign drivers on H-2B or EB-3 visas should review their hiring and training practices to ensure compliance and avoid disruptions. Failure to comply could result in drivers being placed out-of-service, impacting delivery schedules and operational efficiency.
Employers must also ensure all drivers, regardless of visa status, meet English proficiency standards as defined by federal law and the new executive order.
Operational Impact
Some drivers, particularly those from immigrant backgrounds, may face new hurdles in maintaining their employment if they cannot pass English proficiency assessments.
Employers may need to invest in language training or additional support to retain valuable drivers and minimize turnover.
Industry-Wide Implications
The trucking industry continues to face a chronic driver shortage, with estimates of a deficit exceeding 80,000 drivers nationwide. Restricting the available labor pool could exacerbate these shortages, potentially leading to delivery delays and higher costs for businesses and consumers.
Enhanced scrutiny of work authorization and language skills may also increase administrative burdens for HR and compliance teams.
Looking Ahead
While this executive order represents a significant policy shift, it is important to note that English proficiency requirements have long existed at the federal level for commercial drivers. The new order primarily increases enforcement and clarifies consequences for non-compliance. Employers who already conduct due diligence in hiring and training should experience minimal disruption.
For those employing foreign drivers, it’s a good idea to review internal processes, ensure all drivers meet language requirements, and provide support where needed. If you rely on H-2B or EB-3 visa holders, staying proactive will help you navigate any regulatory changes with confidence.