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If you manage HR for a multilingual workforce, you are probably sending out translated documents you can’t read yourself. It’s understandable. Translation requests just keep coming in on top of everything else you are already managing: benefits updates, policy reminders, onboarding materials, safety notices, and more. And they often require a fast turnaround. So when someone is available, you ask a bilingual colleague. When they aren’t, you run it through Google Translate…
Most HR teams see translation as a compliance requirement. Far fewer see it as a strategic lever that can improve hiring, retention, and help non-native-speaking employees flourish in their roles. But that’s what it is. When you’re balancing legal requirements, employee well-being, and organizational goals, it makes sense that translation gets treated as just another task to complete. But for employees who speak English…
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