Our Legal Service for Employee-Owned Businesses
Supporting Employee-Owned Businesses at Every Stage
Employee ownership is more than a transaction; it is a long-term commitment to people, culture and sustainable growth.
At Myerson Solicitors, we provide end-to-end legal and strategic support to businesses at every stage of their employee ownership journey.
As a 100% employee-owned law firm ourselves, we are part of the employee ownership community we advise.
Our lawyers are employee-owners too, giving us first-hand experience, genuine empathy and a lived understanding of what makes employee ownership work in practice.
Contact our team today to discuss how we can support your business, from initial exploration of employee ownership to long-term governance as an employee-owned organisation.
How We Can Help
Our employee-owned business offering is built around a clear lifecycle approach, supporting clients before, during and after the transition to employee ownership.
We combine legal expertise with real-world experience as an employee-owned business, ensuring advice that works in practice, not just on paper.
Before Transition: Exploring Employee Ownership
Before embarking on employee ownership, it is crucial to understand whether the model is right for your business, stakeholders and long-term goals. We help clients:
- Explore employee ownership models, including but not limited to Employee Ownership Trusts (EOTs)
- Assess legal, commercial and cultural readiness for employee ownership
- Support with funding options for your EOT
- Align employee ownership with succession planning and exit strategies
- Advise boards and shareholders on duties, decision-making and stakeholder considerations
- Identify potential risks, governance challenges and structural issues early
- Work alongside trusted external tax, valuation and finance advisers to ensure joined-up planning
Our role at this stage is to provide clarity, challenge assumptions and support informed decision-making.
During Transition: Implementing the Ownership Change
Transitioning to employee ownership requires careful coordination across legal, people and governance issues.
During this phase, we support businesses with:
- Legal project management of the employee ownership transition
- Advising directors, trustees and senior leadership on their roles and responsibilities
- Drafting and updating Articles of Association, Shareholder Agreements and governance frameworks
- Advising on trust deeds, trustee appointments and employee governance structures
- Employment law advice, including workforce communications and TUPE considerations where applicable
- Supporting leadership teams through organisational and cultural change
We work collaboratively with management and advisers to protect business continuity and minimise disruption.
After Transition: Supporting Employee-Owned Businesses
Employee ownership is a long-term model that requires ongoing legal and strategic support. We regularly advise employee-owned businesses on:
- Ongoing governance, trustee and board support
- Reviewing and updating constitutional and governance documents
- Establishing and maintaining share option and incentive schemes
- Employment and HR advice tailored to employee-owned organisations
- Advising on acquisitions by, or sales from, existing employee-owned businesses
- Supporting refinancing, restructuring and growth plans
- Assisting struggling or non-performing employee-owned businesses with governance and restructuring advice
- Dispute resolution for EOT Disputes, including trustee disputes, board disagreements and governance breaches
Our long-term approach ensures employee-owned businesses are supported as they evolve, scale, and respond to change.
Our Employee-Owned Business Lawyers
A genuinely joined-up approach to employee ownership
Unlike many advisers who operate in silos, our dedicated Employee-Owned Business Lawyers work as a single, integrated team across corporate, employment and commercial disciplines.
Where specialist tax input is required, we collaborate closely with leading tax advisers to deliver a fully aligned, seamless solution.
This joined-up approach ensures that every legal and cultural consideration is aligned from the outset.
We deliver clear, commercially focused advice that reflects the realities of running an employee-owned business, providing pragmatic guidance tailored to your organisation and its long-term objectives.
You will benefit from a cohesive team with extensive experience advising on complex transactions and on the design, implementation, and ongoing support of long-term employee ownership structures.
Who We Advise
We advise a broad range of clients involved in employee ownership, including:
- Owner-managed businesses considering a transition to employee ownership
- Founders and shareholders planning succession or exit via an EOT
- Established employee-owned businesses
- Trustees of Employee Ownership Trusts
- Senior management teams and boards
- Professional advisers supporting employee ownership transactions
We act for clients across a wide range of sectors, from professional services and manufacturing to technology and retail.
Why Work With Myerson?
Clients choose Myerson because we do more than advise on employee ownership – we live it.
- We are employee-owned ourselves: As a 100% employee-owned law firm, we bring first-hand, practical insight rooted in the lived experience of operating within an employee ownership model. Read our case study from the Employee Ownership Association.
- Award-winning employee ownership expertise: Our successful transition to 100% employee ownership was recognised as ‘Transition of the Year’ at the UK Employee Ownership Awards 2025, underlining our leadership within the employee ownership community.
- Active members of the Employee Ownership community: We are proud members of the Employee Ownership Association (EOA) and are actively embedded within the wider employee ownership community. This keeps us at the forefront of best practice, policy developments and emerging trends, ensuring our advice is current, informed and grounded in real-world experience.
- Depth of experience in EOT transitions: We have a proven track record advising professional services firms and SMEs nationwide on transitions to employee ownership, including complex and high-value structures.
- Lifecycle approach to employee ownership: Our support extends far beyond the transition. Unlike many advisers in the market, we provide end-to-end advice across the full employee ownership lifecycle, from early strategic planning to post-transition governance, operation and long-term growth.
- Full-service legal capability: Unlike many advisers, we can support every legal need of an employee-owned business, including corporate, employment, disputes, property and private wealth advice.
- Trusted professional network: Our integrated approach extends beyond legal advice. We partner with trusted tax, finance, valuation and regulatory specialists to deliver a cohesive, tax-efficient and fully compliant Employee Ownership solution.
Our approach combines legal excellence with practical, real-world understanding of employee ownership.
Employee-Owned Business FAQs
These FAQs focus on the practical, strategic and cultural realities of running an employee-owned business.
For detailed guidance on Employee Ownership Trust structures, tax and funding options, please see our dedicated Employee Ownership Trusts page.
Is employee ownership right for every business?
Employee ownership can be a powerful model, but it is not suitable for every organisation.
Success depends on factors such as leadership mindset, business maturity, financial stability and organisational culture.
We help businesses assess whether employee ownership aligns with their long-term objectives and values.
Read our guide on whether an employee ownership trust is right for your business.
What changes once a business becomes employee-owned?
While day-to-day operations often remain the same, employee ownership typically brings changes to governance, decision-making and engagement.
Businesses often see increased transparency, stronger employee voice and a greater focus on long-term sustainability.
How are employee-owned businesses governed in practice?
Employee-owned businesses usually operate with a combination of a board of directors, trustees and employee engagement structures.
Clear governance frameworks are essential to balance accountability, commercial decision-making and employee participation.
Want to find out more? Discover who the trustees of an EOT are and what they do.
Do employee-owned businesses still have directors and senior management?
Yes. Strong leadership remains critical. Employee ownership does not remove the need for directors or senior management teams; instead, it often enhances accountability and alignment between leadership and employees.
What are the common challenges after transitioning to employee ownership?
Challenges can include maintaining effective governance, managing expectations around influence and rewards, supporting trustees in their role and embedding employee ownership into company culture.
Ongoing legal and strategic support can help address these issues.
Can employee-owned businesses continue to grow and invest?
Absolutely. Employee-owned businesses can continue to grow organically, make acquisitions, refinance and invest in the future.
The key is ensuring that governance, funding and strategic planning support sustainable growth.
How can Myerson support us after we become employee-owned?
As an employee-owned business ourselves, we provide long-term support across governance, employment, disputes, restructuring, property and private wealth matters, helping employee-owned organisations remain resilient and successful over time.
Our Clients
Oliver Meddick - Co-Founder and Chief Operations Officer, Home Legal Direct
Becoming employee-owned not only empowers our people and secures our future but also strengthens our commitment to providing excellent service to our clients. We are very grateful for the expertise and guidance provided by Simon Nolan, and the rest of the Myerson team.
Anthony Smith - Managing Director, Progression Solicitors
Becoming an employee-owned firm is a proud moment for all of us at Progression Solicitors. This change is a testament to our dedication to our team and allows us to continue providing exceptional legal services with the added benefit of empowering our employees. Knowing that our people have a genuine stake in the business strengthens our commitment to each other and enhances our focus on serving our clients and supporting our community.
EntitledTo
Becoming employee-owned secures our future while rewarding the team that has contributed to our success. The EOT model aligns with our mission and values, offering benefits for both the business and employees. We are grateful to Myerson’s team for their expertise and support in guiding us through this transformative process.
Peter Flynn - Managing Director, Lowbury Construction
In exploring our options for the future of the business, our ambition has always been to ensure continuity, thereby protecting the interests of our clients and our people. We felt that moving to an employee-ownership model was the best way to achieve this, and we are delighted to have realised this ambition.
Adam Radford - Director, TMES Group Ltd
Transitioning to employee ownership allows us to preserve everything we’ve worked hard to build and ensures the business continues in the same direction, with the same people. Myerson was clear, proactive, and supportive throughout the process.
Ruth Shearn - Founder, RMS PR Marketing & Design
After more than 30 years, I wanted to find a succession route that protected the culture we’ve worked so hard to build. We’ve had several approaches from investors and other agencies, but none felt right; employee-ownership became the natural choice. Myerson’s corporate team is clearly experienced at handling EOT transactions. They understood the sequence of steps required for the process to move along and acted efficiently throughout.
Charlie Luxton - Director, Luxton & Luxton
Our decision to adopt an Employee Ownership Trust reflects our belief in the shared ownership of our craft and the invaluable contribution of our team. Myerson’s support was instrumental in navigating the legal and commercial complexities of the transition, and their guidance made the process clear, collaborative and highly rewarding for everyone involved.
Employee Ownership Trusts (EOT) Case Studies
Case Study 1 - Home Legal Direct's Transition to Employee Ownership
Myerson Solicitors assisted Home Legal Direct, a leading conveyancing service provider, in transferring majority ownership to an Employee Ownership Trust (EOT). This model secures the company’s long-term growth and enhances workplace culture by involving employees in ownership.
Myerson’s corporate team guided Home Legal Direct through structuring and implementing the EOT, ensuring legal compliance and strategic alignment with the company’s values.
Oliver Meddick, co-founder and Chief Operations Officer of Home Legal Direct, said:
“Becoming employee-owned not only empowers our people and secures our future but also strengthens our commitment to providing excellent service to our clients. After exploring several succession planning options, we found that the EOT model was the best way forward, offering attractive benefits for both us as selling shareholders and our employees. We are very grateful for the expertise and guidance provided by Simon Nolan, and the rest of the Myerson team.”
Case Study 2 - Progression Solicitors’ Transition to Employee Ownership
In October 2024, Myerson facilitated Progression Solicitors' transition to an Employee Ownership Trust (EOT). Founded in 2005, Progression Solicitors, with five offices in North Lancashire, embraced employee ownership to maintain its management structure while empowering staff with a stake in the firm.
This transition, guided by Myerson’s corporate team, is part of an industry-wide shift enhanced by recent tax changes, making EOTs increasingly attractive.
The move reinforces Myerson’s position as a leader in EOT conversions, offering an effective succession plan that sustains both company culture and operational stability.
Anthony Smith, Managing Director of Progression Solicitors expressed his enthusiasm:
“Becoming an employee-owned firm is a proud moment for all of us at Progression Solicitors.
This change is a testament to our dedication to our team and allows us to continue providing exceptional legal services with the added benefit of empowering our employees.
Knowing that our people have a genuine stake in the business strengthens our commitment to each other and enhances our focus on serving our clients and supporting our community.”
Case Study 3 - entitledto's Transition to Employee Ownership
Myerson Solicitors supported EntitledTo, a leading benefits calculation technology provider, in transferring a majority stake to an Employee Ownership Trust (EOT). This transition ensures the company’s long-term independence and empowers employees by involving them in ownership.
Myerson’s corporate team provided expert guidance throughout the process, including structuring the transaction, securing tax clearances, and establishing the EOT in alignment with EntitledTo’s values and goals.
Speaking about the transition, the founders of EntitledTo commented:
“Becoming employee-owned secures our future while rewarding the team that has contributed to our success. The EOT model aligns with our mission and values, offering benefits for both the business and employees. We are grateful to Myerson’s team for their expertise and support in guiding us through this transformative process.”
Read more about entitledto's transition.
Case Study 4 – Lowbury Construction’s Transition to Employee Ownership
“We have been working with most of our customers year on year, some of them for more than 40 years. We know what they value about our relationship is our commitment to quality, value and safety, and also our people who are committed to delivering successful projects time and again.
“In exploring our options for the future of the business, our ambition has always been to ensure continuity and, in doing so, protect the interests of our clients and our people. We felt that moving to an employee-ownership model was the best way to achieve this and we are delighted to have realised this ambition."
“This transition will help secure the long-term future and legacy of a well-established family business. We’re proud to have played a part in the next chapter of a Manchester success story. With construction now the fastest-growing sector for employee ownership – making up 14% of all EO businesses – it’s a model that clearly resonates with the industry.”Read more here: Myerson Guides Lowbury Construction’s Move to EOT
Case Study 5 – TMES Group Ltd’s Transition to Employee Ownership
“Transitioning to employee ownership allows us to preserve everything we’ve worked hard to build and ensures the business continues in the same direction, with the same people. Myerson was clear, proactive, and supportive throughout the process.”
“The transition has been seamless and has created a renewed sense of shared purpose and motivation.”
“TMES Group has a strong platform and commitment to its people and clients, making it an ideal fit for the EOT model.”
Case Study 6 - RMS PR Marketing & Design
Myerson has advised Altrincham-based RMS PR Marketing & Design on its transition to employee-ownership via an Employee Ownership Trust (EOT). The move reflects RMS’s longstanding commitment to its people and its ethos of collaboration, creativity, and care.
Founded in 1991 by Ruth Shearn, RMS has grown from a back-bedroom start-up into one of the North West’s leading full-service communications agencies. Over more than three decades, the agency has built a strong reputation for delivering strategic PR, marketing, and design services to a diverse client base, from owner-managed businesses to challenger brands and global corporations.
The decision to transition to employee ownership saw Ruth and fellow directors Victoria Richardson and Andrew Avery-Torrance sell their shares to a trust operated on behalf of its employees.
Reflecting on the decision, founder Ruth Shearn said:
“After more than 30 years, I wanted to find a succession route that protected the culture we’ve worked so hard to build. We’ve had several approaches from investors and other agencies, but none felt right; employee-ownership became the natural choice.
“It means our team now has a genuine stake in the agency’s future and a stronger voice in how it’s run. It’s a fantastic opportunity for everyone here to share in our success and help shape what comes next.
“Myerson’s corporate team is clearly experienced at handling EOT transactions. They understood the sequence of steps required for the process to move along and acted efficiently throughout.”
Simon Nolan, Senior Associate, Corporate, commented:
“We’re really pleased to have supported RMS on its move to employee ownership. It’s always great to see a fellow Altrincham business take this step and secure its future for the benefit of the people who helped build it.
EOTs are a perfect fit for long-standing businesses whose success has been driven by their employees and strong culture. It’s no surprise the EOT model is becoming an increasingly popular succession plan for creative agency owners: they’re a great way to preserve what makes a business special while rewarding the team at the heart of it.”
Case Study 6 - Luxton & Luxton Limited
In November 2025, Myerson advised Luxton & Luxton Limited on its transition to an Employee Ownership Trust (EOT).
Founded in 2006 by Charlie and Kate Luxton, the North Oxfordshire-based architectural practice, trading as Charlie Luxton Design, is known for its thoughtful and sustainable approach to architecture.
The move to employee ownership was driven by a desire to secure a long-term succession solution while recognising the contribution of the firm’s people.
The transition, led by Myerson’s Corporate Team, enabled Luxton & Luxton Limited to adopt an ownership model that preserves the practice’s independence and collaborative culture, while supporting continued growth and employee engagement.
The move reflects the increasing appeal of employee ownership among professional services businesses, including architectural practices, where long-term stewardship, talent retention and shared values are central to success.
Commenting on the transition, Charlie Luxton, Director at Luxton & Luxton Limited, said:
“Our decision to adopt an Employee Ownership Trust reflects our belief in the shared ownership of our craft and the invaluable contribution of our team. Myerson’s support was instrumental in navigating the legal and commercial complexities of the transition, and their guidance made the process clear, collaborative and highly rewarding for everyone involved.”
Luke Wilkins, Associate in Myerson’s Corporate Team, added:
“It has been a pleasure to support Charlie, Kate and the team in the transition of Luxton & Luxton Limited to employee ownership, and we wish them every success in the future.”
Meet Our Employee-Owned Business Lawyers
From start-up to exit, our lawyers are with you at every stage.
Contact Our Experts
You can contact our lawyers below if you have any more questions or want more information:
0161 941 4000
More EOT News and Advice
Are Employee Ownership Trusts Still Worth Considering After the 2025 Capital Gains Tax Changes?
In the highly anticipated 2025 Budget, Chancellor Rachel Reeves reported that the Capital Gains Tax (CGT) relief available to selling shareholders on a transfer of shares to an Employee Ownership Trust (EOT) has cost the Treasury far more than anticipated when the relief was introduced in 2014. As a result, and without trialling it, the 100% CGT...
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Budget 2025: Capital Gains Tax Relief Changes For Employee Ownership Trusts
Yesterday, Chancellor Rachel Reeves delivered the much-anticipated Budget and announced that, with effect from 26 November 2025, the Capital Gains Tax ( CGT ) relief available to selling shareholders on disposal of their shares in a company to an Employee Ownership Trust ( EOT ) is to be reduced from 100% to 50% . Our EOT Lawyers examine the...
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Transitioning to an Employee Ownership Trust (EOT) structure is a significant step for any business. It involves not only the transfer of shares but also the appointment of trustees who are tasked with safeguarding the long-term success of the trust for the benefit of employees. Understanding the role, duties, and best practices of EOT trustees...
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Advantages and Disadvantages of an EOT
Employee ownership has become increasingly prevalent in recent years, and many business owners are keen to explore whether it is right for their businesses. Employee Ownership Trusts (EOTs) offer a structure which gives significant benefits to both the present owners (the selling shareholders) and the employees of the business, however some...
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