Solicitor-Client Privilege and Confidentiality

Why Your Employment Law Consultation Stays Confidential: Understanding Confidentiality and Solicitor-Client Privilege

In the realm of employment law, many individuals hesitate to disclose their employer’s information when seeking legal help. This reluctance often stems from fear that their employer might somehow discover they are consulting with a law firm, potentially leading to workplace tension or even retaliation. At Taylor Janis LLP, we understand these concerns and want to assure you that your confidentiality is not just respected—it’s protected by law and by our commitment to you.

The Foundation of Confidentiality in Legal Consultations

At the heart of legal confidentiality is solicitor-client privilege, one of the most sacred and protected principles in our legal system. This privilege ensures that communications between you and a lawyer remain completely confidential. You can be assured that Taylor Janis LLP complies with its solicitor-client privileges obligations as imposed by the Law Society of Alberta to the highest uncompromised standard ensuring that any information you provide us is treated as strictly confidential.

Solicitor-client privilege covers all communications where a client is seeking legal advice from a lawyer, including initial consultation. This protects any information you share with our lawyers.  Additionally, our Intake Staff are also required to hold any information provided to them, including online inquiries, in strictest confidence.

As a firm that focuses exclusively on labour, employment, and related litigation matters throughout Alberta and BC, Taylor Janis LLP upholds the strictest standards of confidentiality. Our legal professionals are bound by rigorous codes of professional conduct that place your privacy among our highest obligations.

The Conflict Check Process Explained

One area that often raises concerns is the “conflict check” that we must conduct during intake. This process is designed to ensure our firm doesn’t have competing interests that could compromise our ability to represent you effectively.

During a conflict check, Taylor Janis LLP reviews our client database to verify we haven’t represented your employer or other parties whose interests might conflict with yours. This process happens entirely within our secure systems. At no point do we contact your employer or disclose that you have consulted us.

Law societies across Canada require these conflict checks as part of our ethical obligations, but they also mandate that the very fact you have consulted with us remains confidential. The information you provide for a conflict check is subject to the same strict confidentiality rules as any other communication with our firm.

Legal and Ethical Safeguards Protecting Your Information

The protections for your information aren’t merely promises—they’re backed by rigorous professional standards enforced by provincial law societies. These regulatory bodies have the power to discipline lawyers who breach confidentiality through measures ranging from reprimands to suspension or even disbarment in serious cases.

All information provided to Taylor Janis LLP—whether through phone calls, emails, intake forms, or consultations—falls under strict confidentiality and/or solicitor-client guidelines. This privilege is so strong that, in most circumstances, even court orders cannot compel disclosure of this information without your consent.

Our firm implements practical safeguards for your information, including secure data storage systems, limited access protocols, and staff training on confidentiality requirements. These measures ensure that your sensitive employment details remain protected at all times as we strive to represent you in the most thorough and cost-efficient manner possible.

Common Concerns Addressed

“Will my employer find out I consulted with Taylor Janis LLP?”

No. Our firm is prohibited from disclosing that you’ve consulted us. The fact that you’ve reached out for legal advice is itself protected confidential information. Your employer will not be notified during conflict checks or at any other point in the intake process.

“Could my information be subpoenaed or discovered?”

Solicitor-client privilege offers robust protection against disclosure, even in legal proceedings. With very limited exceptions (such as preventing imminent harm), your communications with our firm cannot be compelled by courts. This privilege belongs to you, the client, and cannot be waived without your explicit consent.

“What happens if I work at a company Taylor Janis LLP has represented before?”

While this is unlikely, as we are an employee-focused firm and do not generally act for employers, if a conflict is discovered during the check, we will inform you that we cannot represent you due to a conflict of interest. However, we still cannot disclose your inquiry to your employer or anyone else. Our firm would simply decline representation without revealing any details to either party about the other.

What You Can Expect During the Intake Process at Taylor Janis LLP

During the intake and consultation process, you’ll typically be asked to provide details about your employment situation, including your employer’s name and the nature of your legal concerns. While sharing this information may feel uncomfortable, it’s essential to determine whether our firm can represent you effectively.

Your information will be handled according to strict confidentiality protocols. Only the specific staff members and/or lawyers who need this information to conduct conflict checks and assess your case will have access to it. We use secure, encrypted systems for storing client information to provide additional protection.

Throughout the intake process, everything you share is treated as strictly confidential. This includes details provided on intake forms, during phone calls, in emails, or during initial consultations—regardless of whether you ultimately retain our firm.

Our Approach to Employment Law

At Taylor Janis LLP, we offer our clients specialized advisory and litigation services on a wide range of legal issues that arise in the workplace. Our goal is to resolve our client’s problems through negotiation when possible and through aggressive litigation where settlement is not possible.

As a firm dedicated exclusively to labour and employment law matters, we understand the sensitive nature of workplace disputes and the importance of confidentiality in these situations. We serve a diverse group of clients throughout Alberta and BC, each with unique needs and concerns, but all requiring the same level of confidentiality and professional service.

Conclusion

Our rigorous confidentiality protections provide a secure environment for you to seek the legal guidance you need without fear of exposure. These protections begin from your first contact with Taylor Janis LLP and extend to all information you provide during the intake and consultation process.

Employment issues can be stressful enough without adding concerns about confidentiality. Rest assured that when you reach out to our firm and speak with our Intake Paralegals and our lawyers, your information is protected and secure.

If you’re facing workplace challenges and need guidance, don’t let confidentiality concerns prevent you from seeking help. Taylor Janis LLP is equipped with both the legal tools and ethical framework to ensure your information remains secure while providing the assistance you need to address your employment concerns in the most thorough and cost-efficient manner possible.

PRIVACY NOTICE:  Any information you provide to our office — whether your personal information or employment/employer details — will be treated as strictly confidential and will not be disclosed to your employer or to any other third party. So, please be reassured that you can talk openly to our capable Intake Paralegals worry free. Fill out an Online Inquiry or call us now, your information will be in safe and helping hands.

The Legal Review Process by Taylor Janis Workplace Law

• Taylor Janis strives for high-quality, legally verified content.
• Content is meticulously researched and reviewed by our legal writers/proofers.
• Details are sourced from trusted legal sources like the Employment Standards Code.
• Each article is edited for accuracy, clarity, and relevance.
• If you find any incorrect information or discrepancies in legal facts, we kindly ask that you contact us with a correction to ensure accuracy.