Let's talk language at work

Small changes HR can make to create a refugee-friendly workplace

Language is often the first difference we notice – and the first barrier we fear.

For HR professionals navigating refugee hiring, it’s easy to worry:
“What if we can’t communicate clearly?”
“What if instructions are misunderstood?”
“What if it’s just too difficult?”

But here’s the truth: language hurdles are real, not insurmountable — and never a reason to miss out on exceptional talent.

In fact, they’re often the beginning of something transformational.

Don’t let language be a deal-breaker

Breaking Barriers, a specialist charity supporting refugees into meaningful employment with one-to-one guidance, education and training, have worked with many refugee candidates.

“HR professionals play a pivotal role in addressing these barriers by fostering a language of warmth, clarity, and guidance. This inclusive approach not only bridges gaps in understanding but also empowers marginalised communities to navigate challenges, build confidence, and thrive in their professional journeys.”
Ilaria Tarulli, Head of Language Programmes, Breaking Barriers

Their candidates often arrive with degrees, years of professional experience, and powerful resilience. What are they missing? Confidence in a new language.

Yet too often, that becomes a full stop. Recruitment processes filter them out. Interviews become a test of English fluency, not skill. Employers panic at the idea of miscommunication. And incredible people are left on the sidelines.

But as the 2024 Commission on the Integration of Refugees found, 34% of qualified refugees never get to use their skills in the UK workforce. Not because they can’t — but because we haven’t adapted. There’s good news though – HR can change that.

Communication develops – language can too

Think about how many new starters — even native English speakers — struggle with acronyms, culture, or office jargon. Now imagine arriving in a country where even “team stand-up” or “onboarding portal” is unfamiliar.

But with time, tools, and trust, understanding grows.

Ahmed* from Iraq shared his work experience:

“There were many differences I noticed when I started working at Cummins, compared to my overseas experience. Language was one, also culture, the type of research and development that was taking place, the software being used, the acronyms. The first three months were a challenge to understand what was going on But I put in hard work. I spent a lot of hours outside of my normal day to research, to understand the definitions, to understand the products, the software, to meet people, to learn what to say in meetings, to learn how to drive a meeting, how to deal with meeting outcomes and how to deliver ideas. After my six-month programme came to an end, my manager offered me a full-time contract.”
*Name changed

You don’t have to be a language expert – just open-minded

You’re not expected to be a translator. You just need to be a champion of inclusion.

Here’s how HR professionals can overcome language barriers:

1. Speak plainly

Ditch the jargon in job ads, policies, and emails. Simple language = better understanding for everyone, not just refugees.

2. Adapt your application process

Application tracking systems often filter out candidates who use AI tools like Grammarly — tools that support refugees in navigating English writing norms. Consider offering application support or guidance on what a strong UK-style CV and cover letter looks like.

3. Use visuals and buddy systems

Refugee-friendly employers use visual aids and workplace “buddies” to bridge early communication gaps — and it works.

4. Re-frame what success looks like

Communication isn’t just words — it’s presence, effort, initiative. Be patient with fluency and supportive in feedback. Celebrate progress.

5. Partner up

Work with expert third sector organisations like Breaking Barriers, and the CIPD Trust to access resources, training, and candidate support. You don’t have to do it alone.

Miscommunication happens — but it’s manageable

Even with native speakers, things get misunderstood. That’s not a reason to avoid hiring someone — it’s a reason to build a culture that normalises asking questions, checking understanding, and giving people room to learn.

When you lead with empathy, miscommunication becomes a moment of connection, not conflict.

Why it’s worth it

Refugees often show above-average retention rates, deep loyalty, and bring new perspectives that strengthen teams. According to the Tent Partnership, refugees are more likely to stay and grow when supported — saving time, cost, and reducing turnover.

And beyond metrics? There’s the human return. Seeing someone who fled war or persecution thrive in your organisation — that’s the kind of HR leadership that changes lives.

Support everyone to succeed

It’s easy to stick to the familiar. But true inclusion requires boldness.

So next time you feel uncertain about hiring someone whose first language isn’t English, remember: they’re already doing something brave — and so can you.

Make the call. Offer the interview. Be the reason someone finally gets a chance.

Because when HR leads, workplaces follow.