A manager wonders if an employee’s request for accommodation must be granted.

An HR professional wonders whether a policy tweak really matters.

A leader senses something feels off but decides to wait and see.

Those are the moments when staying connected to employment counsel matters most.

Most employment risk starts quietly

Many workplace issues begin as questions, not crises.

• Is this accommodation request reasonable?
• Can we change this schedule?
• Do we really need to document this conversation?

When those questions go unanswered, well-intentioned decisions can drift into risk without anyone realizing it. By the time counsel is looped in, the issue has often hardened into a complaint, a claim or a situation that could have been avoided with a timely short conversation.

Employment law is deeply fact-specific

Unlike many areas of law, employment guidance depends heavily on context. The same action can be perfectly appropriate in one situation and problematic in another based on timing, documentation, past practice or how it is communicated.

That is why staying in touch matters. Regular, informal check-ins allow counsel to understand how your workplace actually operates, not just what is written in a handbook. That familiarity makes advice faster, more practical and more aligned with your culture.

Waiting until something goes wrong limits your options

Once an employee issue escalates, the focus often shifts from prevention to defense. At that point, choices narrow and costs rise. Early conversations give employers more flexibility and more control over outcomes. From an HR perspective, having a trusted sounding board can also reduce the stress of decision-making. You do not have to carry every judgment call alone.

Removing the hesitation to ask

One of the most common reasons employers stay silent is simple. They do not want to start the clock for what feels like a small question. Over time, that hesitation can create distance between employers and their advisors, even when the relationship itself is strong. Finding ways to lower the barrier to asking questions helps keep communication flowing and issues manageable.

Some employment practices, including ours at Shulman Rogers, have begun offering retainer-style arrangements designed specifically for this purpose. The goal is earlier conversations, clearer guidance and fewer surprises.

Staying connected is a risk-management strategy

Strong employment relationships are built on trust, communication and consistency. Staying connected to counsel is not about calling more often. It is about making it easier to ask the questions that naturally arise in the course of managing people.

Because in employment law, the issues you never quite get around to asking about are often what end up mattering the most.

About the Author

Meredith “Merry” Campbell is a trusted business advisor and employment law expert who helps organizations manage their most important asset — their people. From proactive HR strategies to workplace compliance insights, Merry brings practical, actionable guidance that drives positive results. 

Learn more about Merry and her practice: https://www.shulmanrogers.com/attorneys/meredith-merry-campbell/