With the SQE route to qualification in full swing, many firms are beginning to offer trainees bespoke training packages combining qualifying work experience (QWE) and SQE preparation from established providers. Reed Smith began their programme, the Reed Smith Professional SQE Programme, in 2024, in collaboration with The College of Legal Practice.
Amidst the examination requirements and work experience expectations to qualify, it can be hard to understand the range of training opportunities available. We recently spoke with Rik Palmer, Graduate Recruiter at Reed Smith, and Jane Waddell, Head of Curriculum Development at The College of Legal Practice to learn more.
An evolving process
Jane: Things are still settling down after the introduction of the SQE. Firms are evolving and changing to meet qualification requirements, and their expectations outside of exam performance are changing, too. One important difference between firm expectations now the SQE is in place, is that the SQE itself is at a level of a newly qualified solicitor, in contrast to the LPC being at trainee level. Expectations, as a result, have increased across the board as standard.
Interestingly with the flexibility of the SQE, firms are also changing the way they view the training process. The LPC used to have a clear study side, followed by training contracts, whereas now we are seeing that being mixed up a bit. For example, we’re seeing firms have paralegals with their QWE already in place, passing the SQE and becoming qualified solicitors. That requires a mindset shift with more solicitors coming through, which firms are having to keep up with.
Rik: Yes, the way trainees are qualifying is opening the doors to certain types of lawyers. It’s a new rule and new route that firms are getting to grips with.
Bigger firm, stricter expectations
Rik: Large law firms historically have expanded trainee programmes beyond the SRA’s requirements, such as requiring trainees to complete a set amount of seats in specific areas of law. With the SQE, many firms have kept those seats in as it’s good practice and really valuable in the training contract window, but it does make the expectations and requirements higher.
Snobbery over the LPC route has mostly disappeared, but we are seeing that bigger firms still have that high expectation of candidates, especially if they have a lot of applications for trainee positions.
Additionally, here at Reed Smith our SQE interns study specific modules with the College whilst waiting for their SQE2 results, that help them when they start their two year training contract.
One thing I have noted with smaller firms, or more private client-focused firms, is that the SQE route is allowing those firms to bring on trainees when they otherwise would not have had capacity. They may not have been able to give a trainee the two years required, but the new SQE route allows for shorter placements in up to four providers, so smaller firms can offer a 6-month stint as part of your QWE. It’s the bigger firms that remain a bit fussier with how work experience should look.
Top tips for candidates looking for training contracts:
- Explore with the firm you are speaking to, how they have designed their training contract programme. What options are there to get to know their culture and workplace alongside SQE study, what else can you study as a future trainee to learn more about their specialisms?
- Look at a wider range of firms that specialise in the areas you are interested in, don’t just look at the biggest and most competitive. Small and medium sized firms can offer trainees broader opportunities for client work and variety.
- Look for paralegal and more junior positions as a starting point, they will help you understand the firm before you commit to a training contract and gain valuable work experience. Internal recruitment is on the increase, and the firm will recognise your work once you are employed by them.
- Apprenticeships are also worth exploring, giving you a long term contract and salary whilst you are studying for your SQE exams.
This article stems from a panel discussion ran by Legal Cheek with Rik Palmer, Graduate Recruiter at Reed Smith, and Jane Waddell, Head of Curriculum Development and Academic Studies at the College. Thank you to all for your helpful insights and participation.
Additional resources
Explore our training contract and vacation scheme resources in our Careers Hub.
Explore training contract resources
We recently spoke with practising solicitors who shared their top tips and insights on how to secure meaningful work experience.