In this article, Dr Giles Proctor, CEO of The College of Legal Practice reflects on a recent panel discussion at Legal EdCon hosted by Legal Cheek in May 2025. The College’s apprenticeship programmes in July 2025 are open for applications.
Introduction
At this years’ LegalEdCon conference hosted by Legal Cheek, I was lucky enough to take part in an informative panel discussion on the development of apprenticeship programmes, within the context of their contribution to social mobility and current political and social pressures. I learnt so much about the six-year solicitor apprenticeship programme from Tom Wicksteed from Mischcon and the student journey from Amia Tahir. I was able to speak to our two and three-year graduate solicitor apprenticeship programmes (“GSAs”) and understand the firm perspective from Danielle Lobel-Weiss of Lee and Thompson.
So, with all the knowledge and insights of my fellow panellists in mind, what are the key points I can draw from this discussion? What advantages and benefits of increasingly popular apprenticeship programmes, both as a source of talented future solicitors for organisations and a possible derisking of the SQE journey, emerged from our discussion?
Why are solicitors’ apprenticeships so popular?
The solicitor apprenticeship model as a training route to solicitor qualification is gaining popularity for several reasons. The current availability of funding to levy and non-levy payees is a key driver but so is the opportunity for an organisation to develop its own talent pool in a structured apprenticeship programme. At the College, we have seen the increasing popularity of Level 7 graduate solicitor apprenticeships in particular and the opportunities it gives an organisation to recruit,develop and train a socially mobility cohort who study for their legal qualifications (with the SQE 2 exam as the end point assessment) and work in the firm while completing these two or three year programmes.
Our cohort demographic perfectly illustrates this - apprentices aged between 22 and 50, with the vast majority between 21-25, from varied socio-economic and ethnic backgrounds. The vast majority have joined an organisation immediately after graduating from their law or other degree and the GSA route gives a pathway to qualification for those paralegals. It is also a pathway that gives a developmental framework for early talent and L&D professionals to build on, driving a focus on retention of hardworking paralegals. These individuals can often miss out on sufficient training and upskilling, as training budgets may often be weighted towards graduate entry and more traditional ‘training contract’ routes in place for several years. So having a GSA strand to a qualification pathway in a. organisation is a plus as it helps develop and retain hardworking paralegals as a talent pool.
Why are SQE candidates from apprenticeship programmes doing so well in the SQE exams?
Statistics from the SRA show a steady level of higher achievement in both SQE 1 and SQE 2 exams; this fluctuates with each examination cohort but SQE candidates from an apprentice programmes have performed between10% to 13% better in SQE 1 and SQE 2 results than candidates who are not studying SQE via an apprenticeship programme.
I suspect there are several contributory factors. The timescales of GSA programmes, running over two years for a law graduate or three years for a non-law graduate, allow a longer period to embed the structured learning and grasp of technique for ‘single best answer’ MCQs within an SQE 1 preparation programme. This aggregation of legal knowledge focused on understanding of principle plus assessment know how) gives a candidate confidence to tackle the SQE examinations. Also the work experience undertaken in their GSA programme, where the apprentice gets to apply their learning in the workplace and develop a portfolio of learning with the support of a coach, inevitably helps the apprentice in their preparation for the skills ‘stations’ through which they are examined on the oral and written skills assessed in SQE 2.
The importance of coaching
I mention the coaching element of a GSA programme because it is a required element of any authorised programme but also one of the most valuable for the apprentice and their employer. The coach is there to help the apprentice fulfil the requirements within an apprenticeship programme to build a work-based portfolio of evidence and in doing so meet several duties, not unlike but broader than the competencies set out by the SRA in their Statement of Solicitor Competence. The coach meets individually with the apprentice for a pre-set number of 1-2-1 sessions; this individual & regular coaching within the GSA programme gives confidence and helps build the resilience of the apprentice. We find that socially mobile candidates are often lacking in that confidence and particularly benefit from the coaching. We ensure that all coaches on the College GSA two and three-year programmes also have experience of teaching and examining the SQE preparation courses we run. This helps them to understand the apprentice’s journey holistically and gives an extra dimension to their support.
The coaching element to a GSA programme also brings in a close connection to the employer support. At points in the programme, the supervisor of the apprentice in the firm or organisation joins the apprentice and their coach in their meetings and so you have a tripartite basis for an understanding of the progress of the apprentice and regular updates for the organisation on this. The involvement of the apprentice’s supervisor, who is also armed with the regular SQE preparation feedback the College gives to each of its GSA client organisations and its apprentices, helps the apprentice feel supported and any issues relating to performance, the workplace or the learning portfolio can be addressed with clarity and transparency in a timely fashion.
What are the potential changes to apprenticeship funding and how does this impact on organisations and GSA programmes?
A possible government announcement on funding for Level 7 graduate solicitor apprenticeships is expected shortly. The context of what is rumoured is unclear and the longer there is no announcement the greater the possibility is that any changes will be delayed until 2026 at the earliest. Where there has been consistency in government statements is that apprentices who have started their programmes before any funding changes are introduced will be allowed to complete them; programmes will not, we are told, be curtailed while in progress.
At The College of Legal Practice, we are seeing therefore a growing demand for this route to training, as organisations recognise the benefits of investing in these GSA programmes. So, we are and will continue to be ‘open for business’ in helping our clients launch and run these programmes, with our next programmes starting in July 2025 and after that, cohorts will commence in February 2026.If any employers need to find out more information on the details of the programmes please do contact us directly.
Find out more about our GSA programmes
We’re pleased to announce that applications are now open for our GSA programmes starting on 28 July 2025.
We offer two routes:
- A 2-year programme for law graduates familiar with the law of England & Wales
- A 3-year programme for non-law graduates
Our GSA programmes are designed to integrate with your employees’ work schedules. Our flexible online programmes include comprehensive SQE prep, 1-2-1 coaching, and ongoing support, giving apprentices the best possible chance of success in their exams and careers. The College's programmes also cover one resit fee for SQE1, so no additional costs if your GSAs need longer to pass SQE1.