Internal run off is obviously an option for any firm considering reducing or ending its involvement in PI claimant work, particularly where the caseload is very small.
However, it brings many challenges and expense that are often underestimated, requiring a much more involved management team throughout the process.
It is not difficult to recognise the factors that come into play.
On a practical level it is an unavoidable fact that efficiency levels will drop and performance will be required to be closely monitored to minimise the loss of efficiency.
Once in run off, everyone will be acutely aware they are working in a graveyard and motivating yourself and your staff will be hard. How will you incentivise them to stay and not only stay but also be efficient as they work themselves out of a job as quickly as possible?