CHAUDHRI: How businesses can stay ahead of workplace issues

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My origin story as a business owner started in 2021 when I launched my own firm – Workly Law.

With some savings I created a website, registered a business number and opened a trust account. I rented a very small private office in a co-working space.

I was also a very new mom operating on my then seven-month-old child’s erratic sleep schedule.

Then, I hired my first employee; a sharp lawyer, newly called to the bar.

Even though I was an employment lawyer myself, I had a lot to learn about how to grow my business while also creating a workplace that could retain talent and grow.

I drafted my own employment contracts and then considered my own workplace policies. How would I manage sick time, remote work requests and vacations?

Also, there were a slew of mandatory policies I had to roll out just to be legally compliant.

I recall this period as one of mild frenzy. We had to grow our footprint in the marketplace, retain new clients and hire lawyers.

Any business owner will agree that creating a good workplace is not something that springs up organically. It’s more like a finicky rose bush. It needs watering, tending to, and sometimes a little pruning. Do this with discipline and something starts to blossom.

As time goes on, I have supported more and more employers to help navigate the legal challenges in their workplaces.

This year, with my team, we created a 2025 employer guide. Our guide breaks down key employer obligations like the following:

Changes to the Employment Standards Act – On a very regular basis, the Ontario Employment Standards Act is updated with new legal obligations that employers are required to comply with on an immediate basis. Our guide sets a framework for what employers need to do to be legally compliant in 2025.

The right way to manage a sick leave – The law has changed on what documentation employers can seek to support an employee medical leave. We have set out best practices for employers to follow.

The legal implications of remote work – Employers are increasingly interested in how to return employees to the office while retaining as much of your workforce as possible.

Key clauses you need in every employment agreement – From strong termination clauses to confidentiality agreements, our guide lays out what every employer should consider when hiring a new employee.

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It has been a challenge but also a thrilling experience to put what I’ve learned as an employment lawyer and a business owner into a document that can help other businesses. Like anything, it will evolve as I learn more and as the world of employment law evolves.

Being a business owner is a high privilege, but it is one that is steeped obligation. Business owners are the guardians of the livelihoods of their workers. We have to try, as best we can, to get it right.

Have a workplace problem? Maybe I can help! Email me at sunira@worklylaw.com and your question may be featured in a future column.

The content of this article is general information only and is not legal advice.