A Q&A with Sul Ah Kim

A Member at Clark Hill’s Atlanta office, Sul Ah Kim counsels employers on labor and employment matters, working with companies to address employee relations, traditional labor relations, union avoidance, and more. Fluent in Korean, Kim also leads the Korean Desk at the firm, a go-to resource for Korean-speaking businesses and entrepreneurs.

In this Q&A, Sul talks about how she ended up in this practice area, trends she’s seeing in the space, and how her Korean fluency impacts her work as well as the firm.

What made you interested in labor and employment law?

My interest in labor and employment law began early. My parents owned a small business, and I spent much of my childhood helping with the business and seeing firsthand the challenges employers face. Even with the best intentions, navigating workplace issues and complying with employment laws can be difficult. Those experiences sparked my interest in the legal framework that governs the employer-employee relationship and ultimately led me to build a career helping businesses manage their workforce while minimizing risk.

What are some of the most common challenges you’re seeing from employers today?

One of the most common challenges I see is a lack of consistent documentation when addressing employee performance issues or policy violations. Employers often develop close relationships with employees and may hesitate to have difficult conversations in the hope that performance will improve over time. While understandable, those decisions can make it harder to effectively manage performance or defend against employment claims later. Technology continues to transform the workplace, but people management remains fundamentally human, and communication, consistency, and documentation are just as important as ever.

How does being fluent in Korean help you better serve your clients and build relationships with international employers?

Being fluent in Korean allows me to communicate directly with clients in their native language and build stronger relationships based on trust and understanding. Many legal and employment concepts in the United States can be unfamiliar to international employers, particularly those entering the U.S. market for the first time. I am able to explain those concepts in a way that is both culturally informed and easy to understand, helping clients feel more confident as they navigate a different legal and business environment.

What workforce-related issues should international companies keep in mind when expanding into the United States?

International companies are often surprised by how important transparency, consistency, and documentation are in the U.S. workplace. Employees want to understand what is expected of them, how workplace decisions are made, and whether standards are being applied fairly across the organization. Successful workforce management in the United States requires not only an understanding of employment laws but also an appreciation of workplace culture, employee expectations, and management practices that may differ significantly from those in other countries.

What kind of trends are you seeing in the labor and employment space?

Artificial intelligence and workforce restructuring continue to be major trends across industries. As organizations adopt new technologies and seek greater efficiency, many are reevaluating workforce needs and implementing reductions in force. These initiatives can create significant legal risks if not carefully planned. Employers should consider issues such as disparate impact, WARN Act compliance, selection criteria, and separation agreements before implementing workforce changes.

At the same time, companies are increasingly adopting AI tools in the workplace. This creates opportunities for innovation, but also raises concerns surrounding data privacy, confidentiality, intellectual property, and employee use of AI systems. Organizations should develop thoughtful governance policies that allow employees to leverage AI effectively while protecting company information and maintaining compliance.

With the labor and employment practice group, what is collaboration like and what does the team focus on for clients?

Our Labor & Employment team works closely with attorneys across the firm to provide practical, business-oriented advice throughout the lifecycle of a company’s workforce. Because employment issues touch nearly every organization, we often collaborate with colleagues in corporate, immigration, litigation, benefits, and other practice areas to deliver comprehensive solutions. Our goal is to serve as a trusted partner to clients, helping them proactively address workplace challenges, manage risk, and support their long-term business objectives.