Employment Solicitor Interview Questions UK: 8 Real Questions and What Interviewers Want

Applying for a Employment Solicitor job in the UK? Here is what you are likely to be asked. These questions come from our Employment Solicitor question bank of 16 questions, written for UK employers at mid-level level.

Eight Employment Solicitor interview questions, and what the interviewer is thinking

1. What are the potentially fair reasons for dismissal and how does a tribunal decide whether a dismissal is fair?

Why they ask: The core of unfair dismissal law, asked in almost every interview.

2. Explain how the Employment Tribunal process works from the claimant's initial instruction.

Why they ask: Procedural knowledge is vital for case handling.

3. What are the requirements for a fair redundancy process?

Why they ask: One of the most frequent employer-side and employee-side tasks.

4. An employer client wants to dismiss a long-serving employee for gross misconduct immediately after an allegation was made. What do you advise?

Why they ask: Tests practical risk management on a typical instruction.

5. What are the protected characteristics under the Equality Act 2010, and what types of discrimination can arise?

Why they ask: Foundation for discrimination work.

6. A senior employee tells you in confidence that they have raised concerns about financial irregularities and now feel they are being managed out. How do you advise?

Why they ask: Whistleblowing and detriment are growing areas.

7. Tell me about a time you advised on a difficult employee relations issue.

Why they ask: Practical advice skills.

8. Why do you want to specialise in employment law?

Why they ask: Genuine interest in a people-focused area.

A sample answer to question 1

What are the potentially fair reasons for dismissal and how does a tribunal decide whether a dismissal is fair?

Under section 98 of the Employment Rights Act 1996, the employer must show the reason for dismissal and that it was one of five potentially fair reasons: capability or qualifications, conduct, redundancy, statutory illegality, or some other substantial reason. The tribunal then decides whether the employer acted reasonably in all the circumstances, treating the reason as sufficient to dismiss. For conduct, the BHS v Burchell test asks whether the employer genuinely believed the employee was guilty, had reasonable grounds after a reasonable investigation. The tribunal applies the band of reasonable responses test and must not substitute its own view. Procedure matters, so I would look at compliance with the ACAS Code of Practice on Disciplinary and Grievance Procedures, as an unreasonable failure can lead to an uplift of up to 25% on compensation. Even if procedure is flawed, the Polkey principle may reduce compensation if a fair process would have produced the same result. A qualifying period currently applies, with reform to the length expected.

Common mistake to avoid: Forgetting the reasonableness stage; ignoring the ACAS uplift

Want the rest?

Full model answers, key points and common mistakes for all 16 questions are on the Employment Solicitor interview questions page. The first five are free, no sign-up needed.