Why is employment law knowledge essential in today’s workplace?

Joey Dormady

Assistant Dean, Graduate Programs and New Education Initiatives

Joey Dormady leads ASU Law’s growing portfolio of master’s degree programs and is passionate about creating accessible, high-quality legal education for students from all backgrounds.

Most workplace problems don’t start as legal problems

They start as people problems.

A performance issue that won’t resolve.
A complaint that feels informal — until it isn’t.
A termination that seems straightforward until the documentation gets reviewed.
A policy that made sense five years ago, but doesn’t today.

This is where employment law quietly enters the picture. Not as a courtroom issue, but as the framework shaping what organizations can and can’t do next.

The modern workplace runs on rules, whether we notice them or not

Employment law touches nearly every aspect of how organizations manage people. The difference today is volume and visibility:

• Regulations change more frequently
• Employees are more informed about their rights
• Workplace decisions are more likely to be challenged
• HR actions are documented, audited and scrutinized

What used to be handled informally now carries real legal exposure. As a result, HR professionals are expected to operate with a level of legal awareness that didn’t exist in the role a generation ago.

HR is where employment law becomes real

In practice, HR professionals are the ones translating legal requirements into workplace decisions.

That happens when:

• Investigating complaints
• Managing accommodations and leave
• Applying discipline consistently
• Drafting or enforcing policies
• Advising managers on employee issues
• Responding to potential claims

Even when legal counsel is available, HR shapes the facts, the process and the tone. Employment law knowledge helps ensure those early decisions don’t create larger problems later.

Legal knowledge changes how HR professionals operate

HR professionals with a working understanding of employment law tend to approach their roles differently:

• Ask better questions before issues escalate
• Recognize legal risk earlier in the process
• Communicate more effectively with leadership and counsel
• Make decisions that align with both policy and law
• Navigate gray areas with more confidence

This isn’t about replacing attorneys. It’s about strengthening judgment where HR already has responsibility.

Why on-the-job exposure isn’t always enough

Many professionals pick up employment law through experience — learning what works, what doesn’t and what to avoid. That learning is valuable, but it’s often reactive.

Formal education fills in what experience alone can miss:

• How the U.S. legal system actually functions
• Why certain employment laws exist and how they interact
• How courts and regulators evaluate workplace decisions
• How to analyze situations before they turn into disputes

That foundation makes it easier to respond thoughtfully instead of defensively.

How the Master’s of Human Resources and Employment Law at ASU Law fits into this reality

The Master of Human Resources and Employment Law (MHREL) at the Sandra Day O’Connor College of Law was designed with this exact workplace reality in mind.

It’s built for professionals who already work in HR, people operations, recruiting or management and want deeper legal insight without becoming attorneys.

The program emphasizes:

• Employment law as it applies to real HR scenarios
• Legal reasoning skills tailored to workplace decision-making
• Practical analysis of employment discrimination, investigations and compliance
• Flexibility through online and in-person options
• Alignment with SHRM curriculum guidelines

No LSAT is required and students don’t need a legal background — just a desire to strengthen how they handle complex workplace issues.

Employment law knowledge as professional leverage

Organizations increasingly rely on HR professionals to manage risk, support culture and guide leadership through sensitive decisions.

Employment law knowledge supports all three.

It helps HR professionals:

• Step into more strategic roles
• Navigate high-stakes situations with confidence
• Protect employees while reducing organizational exposure
• Build credibility across departments and leadership teams

In today’s workplace, understanding employment law isn’t a specialization on the side. It’s part of how effective HR work gets done.