Employment Senior Associate

Buchanan; Greater London; On-site; GBP 135,000 - 165,000; Full time

Benefits offered by this job

Hybrid working

Merit-based progression

Partner opportunities

Job summary

Buchanan in London seeks a Senior Associate / Legal Director in Employment (Employer-Side) to handle high-stakes tribunal litigation and strategic advisory work for major clients across financial services, tech, healthcare, and insurance. The role sits in a prestigious, employer-side team known for its collaboration and market-leading work.

Candidates should be England & Wales qualified with 5+ PQE preferred; strong 4 PQE candidates with solid tribunal experience will be considered.

Qualifications

• Significant hands-on employment tribunal litigation experience.
• Qualified in England & Wales; common law qualifications from other jurisdictions not considered.
• 5+ PQE preferred; strong 4 PQE candidates with tribunal experience may be considered.
• Experience advising board-level or senior management on high-value or reputational matters.
• Strong academic background with excellent drafting, analytical, and advocacy skills.

Responsibilities

• Lead and run complex employment tribunal litigation matters (multi-day, high-stakes).
• Advise board-level or senior management on sensitive matters and strategic disputes.
• Mentor junior colleagues and contribute to a collaborative, flat team culture.
• Manage multiple live matters with resilience and adaptability to a non-hierarchical environment.
• Support in-house candidates when appropriate; hybrid working arrangement with office presence.

Skills

Tribunal litigation

Advocacy

Legal drafting

Client management

Education

England & Wales qualified

Job description

About the job

Senior Associate / Legal Director Employment (Employer-Side)

Location: London

Practice: Employment (Tribunal Litigation & Advisory)

Level: Senior Associate / Legal Director (5+ PQE)

The Opportunity

We’re working on a live and genuinely active search for a well-regarded London Employment team, part of a larger national practice but hiring specifically for its London office. The team sits at around forty lawyers strong and is exclusively employer-side, working with a client base that reads like a who’s who of global financial services, tech, healthcare, and insurance names think major investment banks, global tech platforms, and large international insurers, all of whom bring genuinely high-stakes, reputationally sensitive work through the door.

This is not a token or exploratory search the team has up to four Senior Associate roles to fill and is actively working through a pipeline of candidates, with the immediate aim of taking pressure off a currently stretched team so the most experienced lawyers can stay focused on the most complex matters. A job description hasn’t been formally posted yet, which means candidates coming through now are getting early sight of a search that hasn’t yet gone wide.

The bulk of the work around 50 to 60% is employment tribunal litigation, and not the straightforward kind: multi-day, complex cases involving discrimination, whistleblowing, and disputes with real strategic or reputational significance for the client. The remainder is split mostly between employment advisory work, board-level and regulatory advice, and sensitive internal investigations, often within a financial services context, with only a small residual amount of corporate support work.

Culture and Team

The team has a reputation for being genuinely collaborative and refreshingly free of ego, which is reflected in a flat structure where input is valued regardless of seniority. A number of the team have come from Magic Circle backgrounds, and client relationships here tend to run long retention is strong, departures are rare, and when people do leave it’s typically for personal reasons rather than dissatisfaction with the role, with most moves still being to other private practice roles rather than out of the profession altogether. It’s a team that combines Magic Circle-calibre work with a genuinely people-first environment, which is a combination that’s harder to find than it sounds.

What They’re Looking For

The team is fairly precise about what they need, though there’s some flexibility for the right person. In practice, they’re looking for:

• Significant, hands-on employment tribunal litigation experience, with the ability to run complex, multi-day claims independently discrimination, whistleblowing, unfair dismissal, and other strategic disputes
• Candidates qualified in England & Wales; common law qualifications from other jurisdictions are not considered
• Ideally 5+ PQE, though strong candidates at 4 PQE with solid tribunal experience (for example, following a career break or lateral move) will still be considered
• Experience advising board-level or senior management clients, ideally with some exposure to high-value or reputationally sensitive matters
• A strong academic background is genuinely important here, alongside excellent drafting, analytical, and advocacy skills, and the emotional intelligence to handle sensitive matters with real tact

Beyond the core litigation requirement, the team is also looking for someone collaborative and comfortable mentoring junior colleagues, resilient under the pressure of managing multiple live matters, and adaptable to a flat, non-hierarchical way of working.

On the in-house question, the team’s default preference is private practice experience, but they’ve been clear this isn’t a hard rule strong in-house candidates with a compelling profile will still be reviewed on a case-by-case basis, and the message to recruiters has effectively been to send anything that genuinely stands out and let the team make the call.

Compensation and Hours

Salary for this role sits between £135,000 and £165,000. Hours targets are set at 1,440 for Senior Associates and 1,320 for Legal Directors.

The bonus structure has three components: a financial element on a sliding scale tied to chargeable hours (for example, 1,500 hours broadly translates to a 10% bonus), a discretionary element recognising contribution beyond the day job client impact, business development, and similar and a further discretionary uplift if firm-wide performance targets are met. Working is hybrid, with three days a week in the office, one of which is fixed, and flexibility around the rest.

Progression

There are no artificial quotas on partnership promotion here, and progression is genuinely merit-based the team has made recent internal promotions to partner within the last few months, with further opportunities expected in line with the wider firm’s national growth plans. Candidates can expect a clear development pathway, mentorship from experienced practitioners, and real opportunities to lead strategic litigation matters rather than simply supporting on them.