Employment Law Recruitment

For employment lawyers

Employment practices differ widely. Some act mainly for employers, others for senior executives or a mix of both. Some are heavily tribunal based, others focus on advisory work, restructurings and the employment aspects of corporate deals. Knowing which balance suits you is the starting point for a good move.

• Roles from NQ to partner, in private practice and in-house.
• Respondent, claimant and senior executive practices.
• Hybrid and flexible working discussed openly at the outset.
• A confidential process, with nothing shared without your agreement.

For firms hiring employment lawyers

Strong employment lawyers who can combine tribunal experience with commercial advisory work are in short supply. We help firms set a realistic brief, reach lawyers who are not actively looking and manage the process so good candidates are not lost to delay.

We also support employment partner hires, including candidates with an established client following, handled with the discretion those moves require.

Typical experience we recruit for

Firms hiring employment lawyers usually look for a combination of the following, depending on seniority.

• Employment tribunal claims, settlement negotiations and appeals.
• Senior executive hires, exits and restrictive covenant disputes.
• Restructuring, redundancy and TUPE advice.
• Employment support on M&A and corporate transactions.
• Policies, contracts and day to day HR advisory work.

Career paths in employment law

Employment law offers a wide range of long term paths. Some lawyers build a specialist tribunal practice, some move towards senior executive and boardroom work, and others take in-house roles in HR legal or general counsel teams. Each path suits a different personality and a different balance of advocacy, advice and business partnering.

We can talk through how firms and in-house teams view each route, and which next step keeps your options open.

How we work

Every conversation with Benedict Holding starts with listening. For lawyers, that means understanding your practice, your priorities and your timing before we suggest anything. For firms, it means a proper briefing on the role, the team and the culture before we approach a single candidate.

We work with discretion at every stage. Candidates can register through our Next Move form and choose to stay anonymous, and we never share a CV with a firm without explicit permission. Firms can contact us in confidence to discuss a hire, including sensitive replacement or partner appointments.

Explore further

See our live employment vacancies, or read about our work in corporate and M&A and litigation and disputes, two areas that often work closely with employment teams.