Employment Lawyers for Employees

100% Partner level advice

Negotiate from a position of strength.

We’re here to help with your employment issues, providing partner-level advice to all.
We believe everyone deserves the highest level of representation at affordable fees. We are not a training ground for junior lawyers, we believe the best results come from working with the best lawyers. Speak to us directly and book your free consultation

Learn more about us

Meet the partners

Senior employment law &
dispute resolution expert
One of London’s top rated employment lawyers
Specialist employment lawyer with over 18 years experience
Highly experienced heavy hitter in employment & negotiations
Unflappable and assured employment law expert

Leading Employment Law Specialist with Extensive Experience

Senior employment law dispute resolution expert
Highly experienced heavy hitter in employment negotiations
One of London’s top rated employment lawyers
Unflappable and assured employment law expert
Specialist employment lawyer with over 18 years experience
Leading Employment Law Specialist with Extensive Experience

Who we are

Bloomsbury Square Employment Law is committed to providing partner-level advice to all.
Each of our partners has over 15 years’ experience in employment law and if you have a settlement agreement, you can get in touch with us and get direct access to our partners to streamline the signing process.
You will receive a swift and efficient personal service from an experienced practitioner who understands what you are going through.

What our clients say

Whilst the majority of workers would be keen to whistleblow if they saw wrongdoing, over half (51%) of the UK’s workforce would not feel safe disclosing to their employer if they believed the company was breaking the law.
Settlement agreements are usually offered by an employer as a means of settling a dispute or to offer favourable financial terms to an employee to leave employment. In assessing whether a settlement agreement is the right decision for you, it is necessary to consider the alternatives.
Employers tend to use the terms “without prejudice” and “protected conversation” interchangeably when making an offer to terminate an employee’s employment with a financial offer, but they are separate legal concepts.

Contact us

If you feel you have a case and want the best possible advice, get in touch with our team