Top 10 Exit Discussion Solicitors in the UK – Employment Exit and Settlement Specialists
Last Updated – 03-11-2026
Exit discussions can be among the most sensitive stages of an employment relationship.
Whether an employer is considering the departure of a senior executive or an employee is negotiating a settlement agreement, obtaining appropriate legal advice can make a significant difference to the financial, contractual and reputational consequences.
Exit discussion solicitors specialise in employment law matters involving negotiated departures, severance agreements, executive terminations, workplace disputes and settlement negotiations.
An experienced solicitor can assess the proposed exit package, identify potential legal claims, review restrictive covenants and negotiate appropriate arrangements for compensation, notice periods and employment references.
We have reviewed the professional profiles and published areas of expertise of ten established UK employment lawyers.
Our selection focuses on practitioners whose documented experience is particularly relevant to employment exits, senior management departures, disputes and negotiation.
The list is intended to help readers identify suitable specialists. It is not an independently audited league table, and the order does not establish that one solicitor is objectively better than another.
What Are Exit Discussions in UK Employment Law?
An exit discussion is a conversation between an employer and employee about the possible termination of their employment relationship.
These discussions may involve a voluntary departure, an agreed financial settlement, redundancy, performance concerns, workplace grievances or a breakdown in the employment relationship.
Not every exit discussion is legally protected. Some discussions are conducted as protected conversations under Section 111A of the Employment Rights Act 1996, while others may benefit from the common-law without-prejudice principle.
A protected conversation generally allows an employer and employee to discuss an agreed departure without the negotiations being admissible in an ordinary unfair dismissal claim.
However, this protection has important limitations, particularly where discrimination, automatically unfair dismissal or improper behaviour is involved.
An exit discussion should also be distinguished from an exit interview. An exit interview normally gathers feedback from a departing employee, whereas an exit discussion may involve negotiating legally binding terms.
When Might You Need an Exit Discussion Solicitor?
Legal advice may be particularly valuable when:
- An employer proposes a settlement agreement or voluntary departure.
- A senior executive is negotiating compensation, bonuses or share incentives.
- A disciplinary or performance process could lead to dismissal.
- An employee believes they have experienced discrimination or unfair treatment.
- An organisation is restructuring or making redundancies.
- Post-termination restrictions could affect future employment.
- A workplace dispute involves confidential information or reputational risks.
Employees considering an agreement can also benefit from understanding how specialist settlement agreement solicitors assess compensation, contractual obligations and the potential consequences of waiving employment claims.
Top 10 Exit Discussion Solicitors in the UK
The following ten practitioners have established employment-law practices, with relevant experience identified through their professional profiles.
1. Michael Burd – Lewis Silkin LLP
Michael Burd is a consultant partner at Lewis Silkin in London, specialising in employment and partnership law.
His official professional profile confirms more than 30 years of experience advising businesses on employment matters, with particular involvement in senior-level departures, boardroom disputes, restructuring and complex dispute resolution.
Burd also has substantial experience dealing with employment disputes involving professional services firms and financial institutions.
His work includes mediation, arbitration and high-value employment litigation, making his practice relevant to businesses handling sensitive leadership changes.
One important distinction is that complex executive departures often involve much more than an employee’s final salary.
Partnership agreements, deferred remuneration, reputational concerns and continuing contractual obligations may substantially influence the negotiations.
| Details | Information |
| Solicitor | Michael Burd |
| Law firm | Lewis Silkin LLP |
| Current position | Consultant Partner |
| Location | London |
| Relevant expertise | Senior departures, employment disputes, partnerships, restructuring |
| Professional experience | More than 30 years in employment law |
| Particularly relevant for | Senior executives, boardroom disputes and partnership exits |
| Website | Michael Burd – Official Profile |
| LinkedIn profile | Michael Burd – LinkedIn |
Michael Burd’s documented involvement in strategic senior departures makes him a relevant option for organisations facing complex employment or partnership negotiations.
2. Jane Mann – Fox Williams LLP
Jane Mann is an employment partner at Fox Williams and has been part of the firm’s employment practice since 1994.
She advises employers, senior executives and partners on complex employment and partnership matters, including severance negotiations, dismissal disputes, corporate governance and post-termination restrictions.
Her official professional biography specifically identifies the negotiation of settlement agreements on departure, including international arrangements, as an area of expertise.
Mann has also worked extensively with clients in financial services, insurance, professional services and technology.
Her practice is particularly relevant when an employee’s departure involves potential disputes over shares, bonuses, contractual restrictions or professional reputation.
| Details | Information |
| Solicitor | Jane Mann |
| Law firm | Fox Williams LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Settlement agreements, severance negotiations, dismissal disputes |
| Professional background | Employment partner since 1994 |
| Particularly relevant for | Senior employees, financial services professionals and partners |
| Website | Jane Mann – Official Professional Profile (PDF) |
| LinkedIn profile | Jane Mann – LinkedIn |
A key consideration in executive settlement negotiations is whether the agreed compensation adequately addresses unpaid incentives, equity arrangements and restrictions on future employment.
Jane Mann’s experience across employment and partnership disputes is relevant to these issues.
3. Joanna Blackburn – Mishcon de Reya LLP
Joanna Blackburn is a partner in the employment department at Mishcon de Reya.
She advises both employers and employees on contentious and non-contentious employment matters.
Her areas of practice include executive terminations, discrimination, wrongful dismissal, unfair dismissal, TUPE, large-scale reorganisations and employment contracts.
Blackburn also advises LLPs on partnership matters, including remuneration structures and the legal rights of partners.
Her experience includes advising senior employees in financial services and other industries, as well as representing corporate employers.
This combination can be valuable in exit discussions because employers and employees often approach settlement negotiations from different commercial perspectives.
| Details | Information |
| Solicitor | Joanna Blackburn |
| Law firm | Mishcon de Reya LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Executive terminations, unfair dismissal, discrimination, partnership disputes |
| Professional background | More than 20 years of employment-law experience |
| Particularly relevant for | Senior executives, financial professionals and complex disputes |
| Website | Joanna Blackburn – Official Profile |
| LinkedIn profile | Joanna Blackburn – LinkedIn |
Her published practice covers both workplace dispute resolution and strategic termination advice.
Employees facing complex contractual disputes may also benefit from understanding how experienced employment contract lawyers assess contractual entitlements before negotiations begin.
4. Sinead Casey – Linklaters LLP
Sinead Casey is the Head of UK Employment and a partner at Linklaters in London.
Her official professional profile identifies extensive experience in executive appointments and terminations, workplace investigations, complex employment litigation and employment issues arising from corporate transactions.
She advises organisations on sensitive HR matters and has particular involvement in discrimination, whistleblowing, breach of contract and unfair dismissal disputes.
Her profile also describes experience advising listed companies on board-level executive departures and appointments.
These matters can require coordinated legal advice because the departure of a senior executive may affect corporate governance, regulatory obligations, contractual incentives and public disclosures.
| Details | Information |
| Solicitor | Sinead Casey |
| Law firm | Linklaters LLP |
| Current position | Head of UK Employment, Partner |
| Location | London |
| Relevant expertise | Executive terminations, investigations, whistleblowing, litigation |
| Professional qualification | Qualified in England and Wales and Ireland |
| Particularly relevant for | Corporate boards, senior management and sensitive employment disputes |
| Website | Sinead Casey – Official Profile |
| LinkedIn profile | Sinead Casey – LinkedIn |
Casey’s documented experience with executive departures and complex employment disputes makes her a relevant practitioner for organisations managing sensitive or high-value employment exits.
5. Toni Lorenzo – Lewis Silkin LLP
Toni Lorenzo is a partner at Lewis Silkin whose practice focuses on employment litigation, restrictive covenants, confidential information and high-value contractual disputes.
He regularly advises clients in financial and professional services.
His official biography identifies experience in team moves, employment-related injunctions, breach of contract claims and arbitration.
Lorenzo is also a qualified mediator through the Centre for Effective Dispute Resolution.
For employers concerned about departing employees joining competitors, soliciting clients or disclosing commercially sensitive information, post-termination restrictions can be a particularly important part of exit negotiations.
However, restrictive covenants are not automatically enforceable simply because an employee has signed them. Their enforceability depends on their wording, circumstances and the legitimate business interests being protected.
| Details | Information |
| Solicitor | Toni Lorenzo |
| Law firm | Lewis Silkin LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Restrictive covenants, confidential information, employment disputes |
| Additional qualification | CEDR-qualified mediator |
| Particularly relevant for | Team moves, senior departures and competitive employment disputes |
| Website | Toni Lorenzo – Official Profile |
| LinkedIn profile | Toni Lorenzo – LinkedIn |
His experience in employment litigation and mediation may be particularly relevant when parties want to negotiate an exit while managing the possibility of High Court proceedings.
6. Ed Mills – Travers Smith LLP
Ed Mills is a partner in the employment department at Travers Smith.
His professional practice covers contentious and non-contentious employment matters, including board-level disputes, discrimination, restructuring, collective consultation, TUPE and employment litigation.
The firm’s official profile specifically highlights his involvement in developing a strategy and negotiating exit terms for a departing board-level executive director.
Mills also has substantial experience advising on workplace investigations involving whistleblowing and cross-border issues.
This combination is particularly relevant when a proposed exit follows a formal investigation, allegations of misconduct or a significant internal restructuring.
| Details | Information |
| Solicitor | Ed Mills |
| Law firm | Travers Smith LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Board-level disputes, executive exits, investigations, restructuring |
| Professional recognition | Listed by Chambers and Partners in employment law |
| Particularly relevant for | Employers managing complex exits or restructuring programmes |
| Website | Ed Mills – Official Profile |
| LinkedIn profile | Ed Mills – LinkedIn |
Where an employee’s departure follows organisational restructuring, employers should carefully distinguish a negotiated exit from their separate legal obligations concerning redundancy consultation and selection.
Specialist redundancy solicitors may help address these issues where they arise.
7. Stefan Martin – Hogan Lovells Cadwalader
Stefan Martin is a London employment partner at Hogan Lovells Cadwalader.
His professional biography identifies more than 25 years of experience advising employers on sensitive employment matters involving financial, reputational and legal risks.
He handles Employment Tribunal disputes, High Court claims, whistleblowing allegations, discrimination matters and restrictive covenant disputes.
Martin also advises on board-level employment matters, senior executive issues, restructuring and the employment implications of international transactions.
His practice is particularly relevant where employment decisions intersect with corporate governance, regulatory issues or significant reputational concerns.
| Details | Information |
| Solicitor | Stefan Martin |
| Law firm | Hogan Lovells Cadwalader |
| Current position | Partner |
| Location | London |
| Relevant expertise | Executive matters, whistleblowing, discrimination, employment litigation |
| Professional experience | More than 25 years |
| Particularly relevant for | Multinational employers, financial institutions and sensitive terminations |
| Website | Stefan Martin – Official Profile |
| LinkedIn profile | Stefan Martin – LinkedIn |
One important issue in high-risk exits is ensuring that the settlement arrangements do not overlook existing whistleblowing complaints or statutory protections.
Negotiated departures should not be treated as a substitute for addressing serious workplace concerns.
8. Alex Fisher – Goodwin
Alex Fisher is a partner in Goodwin’s employment practice in London.
Previously a partner at Travers Smith, he now advises clients on contentious and non-contentious employment issues at Goodwin.
His official professional profile identifies executive exits, dismissals, workplace investigations, redundancy programmes, restrictive covenants and employment litigation among his areas of experience.
Fisher also advises on the employment aspects of corporate acquisitions and disposals.
His practice is relevant to businesses undergoing leadership transitions, investment transactions or restructuring.
| Details | Information |
| Solicitor | Alex Fisher |
| Law firm | Goodwin |
| Current position | Partner |
| Location | London |
| Relevant expertise | Executive exits, employee dismissals, restructuring and litigation |
| Professional recognition | Recognised by Legal 500 UK 2026 |
| Particularly relevant for | Corporate employers, investment-backed businesses and complex departures |
| Website | Alex Fisher – Official Profile |
| LinkedIn profile | Alex Fisher – LinkedIn |
For investment-backed businesses, an executive’s departure may involve employment contracts, equity awards, confidentiality obligations and shareholder agreements.
These issues should be considered together rather than treating the severance payment as the only financial consideration.
9. Siân Keall – Travers Smith LLP
Siân Keall is a partner in the employment department at Travers Smith.
Her official professional profile confirms experience advising on workplace disputes, team moves, employment exits and investigations.
She also advises on senior departures involving share rights and regulatory issues.
Keall’s practice covers employment litigation, corporate immigration matters and post-termination restrictions.
Her experience is particularly relevant where an executive departure involves overlapping employment, financial and regulatory obligations.
| Details | Information |
| Solicitor | Siân Keall |
| Law firm | Travers Smith LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Senior executive exits, employment disputes, investigations |
| Professional background | Employment litigation and regulatory-related employment matters |
| Particularly relevant for | Executive departures involving share rights or regulatory concerns |
| Website | Siân Keall – Official Profile |
| LinkedIn profile | Siân Keall – LinkedIn |
A common complication in senior executive exits is that the employee’s entitlement to deferred remuneration or share incentives may depend on the circumstances and timing of their departure.
These rights should be checked against the relevant scheme documentation before an agreement is finalised.
10. Christine Young – Herbert Smith Freehills Kramer LLP
Christine Young is an employment partner in the London office of Herbert Smith Freehills Kramer.
She advises on contentious, transactional and advisory employment matters, including executive hires and departures, workplace investigations, team moves and contractual restrictions.
Her experience also includes conduct and capability matters, confidential information disputes and employment-related bonus arrangements.
Young advises on domestic and cross-border employment matters, making her practice relevant to businesses operating in multiple jurisdictions.
| Details | Information |
| Solicitor | Christine Young |
| Law firm | Herbert Smith Freehills Kramer LLP |
| Current position | Partner |
| Location | London |
| Relevant expertise | Executive departures, investigations, employment litigation, bonus arrangements |
| Professional background | Contentious and advisory employment law |
| Particularly relevant for | Senior management exits and cross-border employment matters |
| Website | Christine Young – Official Profile |
| LinkedIn profile | Christine Young – LinkedIn |
Young’s practice is particularly relevant where executive exits involve complex compensation structures, confidential information or employment obligations across different jurisdictions.
How Do Exit Discussion Solicitors Negotiate a Settlement Agreement?
The process normally begins with an assessment of the proposed departure and the employee’s contractual and statutory rights.
A solicitor will usually review the employment contract, any draft settlement agreement, the financial offer and the circumstances that have led to the negotiations.
Depending on the instructions, legal advice may involve several stages.
Initial assessment: The solicitor identifies potential legal claims, outstanding entitlements and risks associated with ending the employment relationship.
Negotiation: The solicitor may negotiate the settlement payment, notice arrangements, bonuses, share incentives, employment reference and confidentiality provisions.
Draft review: The proposed agreement is examined to ensure its terms accurately reflect the negotiated outcome and satisfy applicable legal requirements.
Independent advice: Where a statutory settlement agreement is being used, the employee must receive advice from a qualifying independent adviser before the agreement can validly waive the specified claims.
Completion: The parties sign the agreement and implement its provisions, including payment deadlines, termination dates and any continuing obligations.
According to the Acas Code of Practice on Settlement Agreements, employees should generally be allowed at least 10 calendar days to consider a formal written settlement offer and receive independent advice, unless the parties agree otherwise.
This is a recommended minimum under the Code, rather than an absolute statutory cooling-off period.
What Should Be Included in an Employee Exit Package?
An exit package should reflect the employee’s contractual entitlements, the circumstances of departure and any additional compensation being negotiated.
The following components may be relevant:
| Exit package component | What should be reviewed? |
| Outstanding salary | Salary owed up to the termination date |
| Notice payment | Contractual or statutory notice and any payment in lieu |
| Holiday pay | Accrued but unused holiday entitlement |
| Redundancy payment | Statutory and any enhanced redundancy entitlement |
| Compensation | Additional negotiated payment for the employee’s departure |
| Bonuses | Outstanding, discretionary or deferred bonus arrangements |
| Share incentives | Options, restricted shares and leaver provisions |
| Pension | Outstanding contributions and any negotiated benefits |
| Employment reference | Agreed wording and arrangements for future references |
| Restrictive covenants | Existing or proposed restrictions after departure |
| Legal fees | Employer contribution, payment arrangements and potential shortfall |
One common financial mistake is concentrating exclusively on the headline settlement amount.
An offer may appear attractive but provide limited additional value if much of the payment consists of salary, notice pay or accrued holiday that the employee is already entitled to receive.
A solicitor can help distinguish existing contractual entitlements from genuinely additional compensation.
How Much Do Exit Discussion Solicitors Charge in the UK?
Fees depend on the complexity of the matter, the solicitor’s experience, the scope of the instructions and whether substantive negotiation or litigation is involved.
A straightforward settlement agreement review is generally less involved than negotiating a senior executive departure with disputed compensation, share awards and restrictive covenants.
Solicitors may charge through fixed fees, hourly rates or a combination of both.
Employees should establish whether their employer is willing to contribute towards the cost of independent legal advice.
Although employers frequently offer a contribution to facilitate settlement agreements, there is no general legal requirement for them to cover the employee’s solicitor fees.
Where additional negotiations are required, the employee should confirm whether the employer’s contribution will cover the extra work.
Certain employment disputes may also qualify for conditional fee arrangements. However, these should not be confused with ordinary settlement agreement reviews.
The suitability of no win no fee employment solicitors depends on the nature, merits and financial viability of the proposed claim.
Is an Exit Settlement Payment Tax-Free in the UK?
The tax treatment of a settlement payment depends on the legal character of each component.
Some qualifying termination payments may benefit from a combined £30,000 Income Tax exemption.
However, the exemption does not automatically apply to every payment received when leaving employment.
Outstanding salary, holiday pay, bonuses and taxable notice payments are generally subject to Income Tax and National Insurance.
For example, an employee receiving an agreed settlement could have separate amounts allocated to accrued salary, payment in lieu of notice and qualifying termination compensation.
The tax treatment of each component should be assessed separately.
The GOV.UK guidance on termination payments and tax explains which payments are normally taxable and how the £30,000 exemption operates.
For higher-value departures, legal and tax advice should be coordinated before the settlement agreement is signed.
What Is the Difference Between a Protected Conversation and a Without-Prejudice Discussion?
These expressions are sometimes used interchangeably, but they refer to different legal protections.
A protected conversation under Section 111A of the Employment Rights Act 1996 can apply to pre-termination settlement discussions even where there is no existing employment dispute.
However, its protection is principally concerned with ordinary unfair dismissal claims and does not automatically extend to discrimination, breach of contract or automatically unfair dismissal claims.
A without-prejudice discussion generally requires an existing dispute and a genuine attempt to settle it.
The protection is also subject to exceptions, including unambiguous impropriety.
Neither expression gives employers or employees unrestricted protection for everything said during negotiations.
Legal advice is particularly important when settlement discussions follow allegations of harassment, whistleblowing, discrimination or other serious workplace misconduct.
How Should You Choose the Right Exit Discussion Solicitor?
The most suitable solicitor is not necessarily the practitioner with the longest career or the largest law firm.
The nature of the dispute and the client’s position should determine the choice.
For a straightforward employee settlement agreement, a solicitor experienced in reviewing and explaining settlement terms may be sufficient.
For an executive departure involving substantial bonuses, share incentives or restrictive covenants, specialist senior executive and employment litigation experience may be more important.
Before instructing a solicitor, consider:
- Whether they regularly represent employees, employers or both.
- Their experience with the particular type of departure.
- Whether they have handled similar disputes in the relevant industry.
- Their approach to negotiation and potential litigation.
- Whether the matter will be handled by a partner or another team member.
- Their fee arrangements and any employer contribution.
- Their availability to meet the proposed settlement deadline.
It is also important to recognise that many of the practitioners listed above have substantial employer-side practices.
Employees should confirm that the solicitor accepts individual instructions and can act independently in their particular matter.
Where an employee is considering resigning because of an employer’s alleged serious contractual breach, a negotiated departure may overlap with a potential constructive dismissal claim.
In these circumstances, advice from experienced constructive dismissal solicitors may help clarify the legal position before the employee resigns.
FAQs About Exit Discussion Solicitors
Do I need a solicitor for an exit discussion?
You do not generally need a solicitor merely to participate in an exit discussion.
However, a qualifying independent adviser must advise the employee for a statutory settlement agreement to validly waive the specified legal claims.
Can an employee refuse an exit discussion?
Yes. An employee does not have to agree to a voluntary settlement proposal or accept the terms offered. Refusing a settlement does not automatically prevent an employer from pursuing a separate lawful employment process.
Can I negotiate a better exit package?
Yes. Employees may negotiate additional compensation, notice arrangements, bonuses, employment references and restrictive covenants. The outcome depends on the contractual position, legal risks and willingness of both parties to agree.
How long does an exit settlement take?
Straightforward agreements may be completed relatively quickly, while complex negotiations can take longer.
Acas generally recommends allowing at least 10 calendar days to consider formal written terms and obtain independent advice, unless otherwise agreed.
Can an employer withdraw a settlement offer?
An employer may withdraw an offer before a binding agreement has been formed, subject to the circumstances and applicable contractual principles. Employees should obtain legal advice before relying on a proposed payment.
Are exit discussions confidential?
Some settlement discussions benefit from statutory or common-law confidentiality protections, but these have limitations. A confidentiality clause in the final agreement is a separate contractual matter.
Who pays the solicitor’s fees for a settlement agreement?
The employer commonly contributes towards independent legal advice, but this is not automatically required by law. The amount and scope of any contribution should be agreed in advance.
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