Progression Solicitors Transitions to EO: A New Chapter for Growth and Innovation

eoa member Progression Solicitors has joined the growing number of law firms to become employee owned. For the South Lakes and North Lancashire firm, employee ownership was the natural direction of travel after exhibiting many of the hallmarks of EO businesses already. We sat down with the firm to learn more.

Image: Progression Solicitors' offices

After almost twenty years in business, Progression Solicitors has entered a transformative new chapter by transitioning to employee ownership.

Completed in October 2024, the move to an employee ownership trust (EOT) secures long-term sustainability for the firm whilst preserving the personal and community-focused ethos that’s defined its success since 2005.

“Our founders Anthony and Pam saw this business as their ‘baby,’ something they’ve grown with care over 25 years. They wanted to ensure its continuity, protect its values, and avoid the risk of external investors fundamentally changing it,” says Lisa Bell, Director of Profession Solicitors.

“Transitioning to employee ownership felt like a natural progression, enabling us to preserve what makes Progression unique while fostering a collaborative environment.”

Why Employee Ownership?

Employee ownership (EO) has seen a rapid rise across the UK over the last decade, with the sector now boasting over 2,000 businesses and counting.

The legal sector, in particular, has gained significant momentum with many firms looking to enhance culture, improve client service, and achieve greater financial stability.

For Progression Solicitors, EO offered a clear path to achieving long-term sustainability while empowering employees to have a greater voice in the business.

“EO has allowed us to implement changes that reflect our team’s input, such as appointing a senior associate to the board as an employee representative and exploring new ways to amplify employee voices. Everyone feels they have a stake in the firm’s future,” says Lisa.

The firm has also streamlined processes to ensure funds benefit the entire team, supporting the shared ownership ethos.

Collaborative Culture and Growth Opportunities

EO aligns naturally with Progression’s culture, which Lisa describes as having a “small-firm mentality.” 

The team fosters an open-door policy, values input from all staff, and frequently involves junior members in decision-making. This all helped lay the bedrock of a successful transition and sets the firm on the path towards Great EO.

Becoming an EOT has also allowed the firm to promote talented individuals who may not have been eligible under the previous ownership model. For example, Progression recently appointed a practice manager and a legal executive as directors – an opportunity made possible by the flexibility of EO.

“This model allows us to reward and retain exceptional talent while fostering a collaborative culture where everyone’s perspective matters,” Lisa adds.

Maintaining Excellence for Clients

Reassuring clients has been a priority during the transition. Despite the internal changes, Progression remains steadfast in its commitment to clients.

“From our clients’ perspective, it’s still business as usual,” said Lisa. “But as an EO business, we are now in an even stronger position to innovate and deliver excellence. The future is bright for Progression Solicitors.”

Looking Ahead

“With the legacy of Progression Solicitors now secure, we look forward to continuing to offer the same dedication, passion, and expertise that have always defined our success,” says Lisa.

By empowering its team and embracing the benefits of employee ownership, the firm is poised to thrive in a competitive legal landscape while staying true to its founding principles.

Discover more about becoming an eoa member and the benefits of employee ownership.