I’m working with one of the strongest employment teams in Glasgow as they continue to grow their senior ranks.
The attraction here isn’t simply better-known clients or a bigger firm name. It’s the chance to start operating like the senior lawyer you’ve already become.
You’ll have your own client relationships, run substantial matters, supervise junior lawyers and play a genuine role in developing the practice.
The work is predominantly employer-side and properly varied. Discrimination, whistleblowing, unfair dismissal, TUPE, restructuring, redundancy, disciplinary and grievance matters, senior executive issues and complex Employment Tribunal litigation all sit within the team.
They have also acted on some genuinely significant and high-value employment disputes in Scotland, so this isn’t a role where the interesting litigation gets shipped elsewhere while you spend your week answering routine HR queries.
The client base spans the public sector, education, transport, construction, manufacturing and hospitality, alongside many other sectors, with the wider benefit of being part of an international firm and having access to colleagues and opportunities across its global network.
They are looking from 4+ PQE, but I’m less interested in the number on your practising certificate than where you are in your career.
If you’re already the person clients call, already helping juniors, already commercially minded and already carrying senior-level responsibility, the question becomes whether your current firm is recognising it quickly enough.
Hybrid working is available, the package is strong, and there are the wider benefits you’d expect from an international practice.
For the right employment lawyer, this feels less like changing jobs and more like removing the handbrake.
