From Civil Service to Partnership: An Employment Lawyer’s Unconventional Journey

Please start by briefly explaining your journey to becoming a solicitor.

It certainly was not the textbook way. I left school at sixteen and joined the family firm, but that did not work out. At nineteen, I joined the civil service at the DWP because my sister worked there and I knew they had vacancies. I stayed for twelve years, but around five years in I spoke to a colleague who was doing a part‑time LLB through London University. I was interested and, after completing an access course, I started a four‑year LLB while working full‑time by studying in the evenings and weekends.

I achieved a 2:1 and left the civil service. I completed some paralegal work at what is now DAC Beachcroft in London in their projects department. I then did the Legal Practice Course full‑time and secured a training contract at a different firm in the East Midlands.

What motivated you to work in the field of employment law?

I chose employment law as an elective on the LPC without any intention of doing it professionally. It was interesting and intellectually challenging, especially topics like TUPE. The firm where I trained did some employment work, and I became involved.

One day I attended a one‑day employment law course. During the break I spoke to someone about a World Cup qualifier that was on at the time. A few days later he called me at the office. He had tracked me down to headhunt me for employment work at his firm. It was a better firm, and I transferred my training contract there and qualified into employment.

It was an interesting time because it involved constant tribunal work, so I gained a lot of advocacy experience. You feel more confident doing advocacy when you are younger. As you get older, you realise how complicated things can be, so perhaps ignorance really is bliss.

You specialise in acting for employers in employment disputes. Could you summarise the type of work that this involves?

Generally, the disputes involve potential claims of unfair dismissal or discrimination, although they can include any type of claim that an employment tribunal deals with. Tribunal hearings are possible, but in practice matters are often settled through negotiation. Sometimes the employee is represented and sometimes not. It is usually easier when they have legal advice.

If a matter does not settle, it proceeds to a tribunal. Nowadays I generally instruct a barrister to handle the advocacy. My specialism has become the negotiation aspect because that is how most matters are resolved.

How would you describe the additional responsibilities involved in being a partner?

If I am honest, I did not study law to end up doing management. However, partnership allows you to contribute to the firm beyond fee‑earning. At Downs Solicitors LLP, I am the Quality Partner and the data protection officer. I must make time for those duties in addition to my main role, but it is not too onerous. It also means I work with colleagues I would not otherwise interact with, which is enjoyable.

What do you think are the benefits of working at a medium‑sized law firm, as opposed to a larger city firm?

The obvious benefit is that you feel more significant, rather than a tiny cog in a large machine. We have about one hundred staff, so you can just about know everyone. It creates a friendlier working environment.

What piece of advice would you give to students and graduates interested in pursuing a career in employment law?

It is a difficult question. You need to choose an area you will be comfortable doing for the rest of your career because, in my experience, people do not tend to change practice area mid‑career. If I had gone into property law, I think I would have become very bored.

Try to gain experience in different areas during placements and speak to the people you shadow. Find out what their work involves. Not everyone enjoys every area, so you can save yourself a lot of time and effort by making the right choice early on.