Four years on from the first set of Solicitors Qualifying Exam (SQE) results being published, the Solicitors Regulation Authority (SRA) has produced its most comprehensive SQE report yet.
The SRA report covers the period between November 2021 and 2025 and analyses the performance of the different groups of candidates sitting the exam. The data for the report was drawn from eight SQE1 and twelve SQE2 exams and includes results from 30,000 candidates in 50 countries.
Pass rates for candidates sitting SQE1 for the first time have ranged from 46% to 60%. First sittings of SQE2 achieved pass rates of between 69% to 84%.
Once multiple attempts at the exam were included, pass rates grew to 66% for SQE1 and 85% for SQE2.
Factors impacting performance
Interestingly, there was too much variance to link demographics to scores. Socio-economic background and ethnicity had very little impact on performance.
The factors that had the most impact on exam results were the rankings of the universities attended by candidates, past academic achievement, and classification of degree.
Apprentices performed particularly well, with a 71% pass rate on SQE1 and a 93% pass rate on SQE2.
Candidates with declared disabilities performed at least as well as other candidates.
Those who had already completed the LPC did not perform as well as others.
Ethnicity
The SQE attracts more ethnically diverse candidates than the UK working population.
Of those surveyed/reported on, 28% of candidates were Asian or British Asian (compared with 10% of the working population), and 7% were Black or Black British (compared with 3% of the working population).
Solicitor apprenticeships are shaking up the legal profession, with growing numbers of leading firms introducing the alternative route to qualification; challenging long-held traditions around legal training and career progression
“I specifically opted for the breadth of experience – six years under your belt before you qualify. And of course, the chance to earn a wage at an early age before qualification,” says Cyril Lekgetho, a solicitor apprentice at Mayer Brown of his decision to skip university and qualify on the job.
It’s a stance that’s becoming increasingly common. For years, the path to becoming a solicitor followed a well-trodden route: university, LPC, and then training contract. But with the number of firms offering solicitor apprenticeships increasing all the time, it’s an alternative approach that is becoming ever-more popular.
Attracted by the prospect of earning while learning, more school leavers are opting for apprenticeships over the traditional university route, making it one of the fastest-growing pathways into the legal profession.
For firms, too, the appeal is clear. With apprentices spending six years embedded in legal teams before qualifying, they are able to start their careers as qualified fee-earners with far more hands-on experience than those joining the profession fresh from university.
Six Years, No Debt, Full Qualification: The Apprenticeship Explained
The solicitor apprenticeship is a six-year programme for school leavers, offering a direct path to qualification. Apprentices spend the first four years rotating through different practice areas, before completing a two-year training contract similar to the traditional route, though the exact structure can vary by firm. Apprentices split their time between working in a law firm and studying for a part-time law degree, before sitting the SQE at the end of the scheme.
Although solicitor apprenticeships have been around since 2015, they are no longer flying under the radar and interest in this alternative way into the profession is surging. At least five major City players are set to take on their first solicitor apprentices next month, including Freshfields and Slaughter and May, while the first six months of the 2024-25 cycle saw 1,000 sign-ups recorded nationwide, according to legal training provider Datalaw.
‘We saw the value early on,’ says Rachel Speight, partner at Mayer Brown, which adopted the scheme back in 2015. ‘Apprentices gain real experience before they even qualify, applying their learning in a live legal environment.’ That practical exposure is a key part of the appeal. ‘Nothing feels out of reach,’ says Lekgetho. ‘There’s a real range of opportunity from client work to varied legal teams.’
Little wonder then that many of the firms with established programmes are committed to growing their ranks. Charles Russell Speechlys currently has 14 solicitor apprentices and reported a 100% retention rate for its 2023 cohort – a clear sign of the model’s success. With plans to welcome at least three additional apprentices in September 2025, the firm is among a growing number expanding their intake in response to rising interest.
Rethinking the Norm: Why Some Future Lawyers Are Skipping University
For many of the apprentices Future Lawyers spoke to, the decision to skip university wasn’t taken lightly. It was, however, grounded in a desire for real-world experience, financial independence, and a faster – and more certain – route into the legal profession.
As Yazmin Adrissi, now an associate at Osborne Clarke, where she was previously an apprentice, explains: ‘It just seemed too good to be true, getting paid a salary and my law school debts, and six years of legal experience from day one. It was a no brainer when I was offered, and I haven’t looked back since.’
That sentiment is echoed by others. ‘Earning while learning sold it for me,’ says Lewis Whittaker, a solicitor apprenticeship graduate at Browne Jacobson. His colleague Gee Bhamra adds: ‘I was really keen to learn on the job, and, honestly, I was scared of debt. Seeing friends and family burdened with it made me cautious.’
At Bevan Brittan, Herbie Dyer saw the apprenticeship as a practical, future-proof choice: ‘While a lot of my friends were applying to university, I knew that route wasn’t for me. I’ve always liked to keep busy, and the chance to gain experience straight after A-levels was exactly what I wanted.’ He adds: ‘Another big factor was how competitive training contracts are, they can take years to land after uni. With an apprenticeship, I got my foot in the door early. I’m in my fifth year now, earning a salary with no university debt. All those benefits really add up.’
From School to the City: Life as a Solicitor Apprentice
While the idea of working in a law firm full-time straight out of school may seem daunting, apprentices describe a steep but rewarding learning curve – with many already handling their own matters, taking on client facing work, and feeling like valued team members.
‘I wasn’t really aware of what I didn’t know,’ admits Lekgetho. ‘But as my confidence grew and my reputation within the firm developed, so did the trust. Senior associates and partners start giving you work because they know what you’re capable of.’
That trust builds over time – and so does theexperience. ‘That’s one of the biggest advantages of the apprenticeship,’ says Adrissi. ‘With more time in the firm, you get exposed to more departments – I’ve done up to eight different seats. It gives you space to figure out where you fit and what you enjoy.’ Dyer agrees: ‘You develop this strong sense of proactivity – you know what needs doing, and you just get on with it.’
And it is not just about legal knowledge – it’s also about learning how to navigate a workplace, ask the right questions, and step up when it matters. As Tania Kahlon, early careers lead at a Bevan Brittain, puts it: ‘The trajectory might be gentler at the start, but it ramps up quickly. The key is knowing when someone’s ready – and giving them the space to grow into that responsibility.’
Tips from the Inside
The solicitor apprenticeship route may be growing in popularity, but the increasing interest means competition is fierce. Those who’ve made it in have valuable advice for anyone thinking of applying.
‘Opportunities aren’t out of reach just because you’re an apprentice,’ says Lekgetho. ‘If you show you’re capable, there’s no reason you can’t be trusted with high-level work. I’ve led matters, sat in client meetings – the exposure is there if you earn it.’
For Amy Lewis at Osborne Clarke, the key is to treat every day as a learning opportunity: ‘You’re still learning, but you’re doing it on the job, with support all around you.’
Several apprentices stress the importance of curiosity and confidence. ‘Don’t be afraid to ask questions,’ says Lewis Whittaker. ‘When you’re eighteen, someone might throw an acronym at you, and you just nod along, but people don’t realise what’s unfamiliar to you unless you speak up.’
Time management and communication are also essential. ‘You’re allowed to say no,’ notes Bhamra. ‘Being able to say, ‘I can’t manage that right now,’ shows you’re thinking seriously about your workload.’
And before applying? ‘Do your homework on the firm,’ advises Dyer. ‘t’s not just about impressing them, you need to know what they’re offering you in return. It’s a two-way street.’
A Low-Key Movement: Why More Firms Are Backing Apprenticeships
With more law firms investing in apprenticeship schemes and the SQE reshaping qualification pathways, solicitor apprenticeships are no longer a niche offering – they’re a central part of the profession’s future.
At Browne Jacobson, emerging talent manager Zena Comrie, notes the firm’s longstanding commitment to social mobility: ‘We’ve been part of the solicitor apprenticeship trailblazers. The firm as a whole has really embraced social mobility, and for us, it’s all about empowering people who might not think they can pursue this career. You don’t have to go to university or take on all that debt, that’s something that can put a lot of people off.’
Still, apprentices and firms alike acknowledge the stigma that initially surrounded the route. ‘When I first started, I felt like I was having to explain what an apprenticeship was because people just didn’t know,’ recalls Bhamra. Kahlon says her firm was conscious of the misconceptions early on: ‘We’ve tried to dispel some of the myths – that it’s an easier route, or that apprentices are seen as less valuable than traditional trainees.’
Now though, perceptions are shifting fast. ‘The stigma that was around when I first started has really diminished; it’s barely there now,’ says Whittaker, who is now an associate. ‘More people are aware of the route and, importantly, more people appreciate just how much work and effort goes into it.’
That change is also reflected in policy. ‘I definitely feel like we’re on a level playing field now, especially on projects,’ Whittaker adds. ‘That’s why when the firm made the decision to stop distinguishing between trainees and apprentices and started calling everyone ‘Future Lawyers’, it really meant something.’
Visible support from leadership is helping drive that momentum. As Olivia Sinfield, partner and International Transformation Lead at Osborne Clarke explains: ‘One of the most important factors is the support and endorsement from the most senior levels. That visible backing makes a real difference, not just for the people you’re trying to attract, but also for the apprentices themselves and the wider firm. It signals that we’re all fully behind this.’
Many now view the apprenticeship route not just as a viable option, but as a preferable one. As Adrissi notes: ‘Honestly, so many people we speak to internally – even trainees – say, ‘I wish I did this route.’ It just wasn’t available when they were making their decision. And some of the older partners say it reminds them of how they qualified – through hands-on experience. In a way, it feels like it’s come full circle.”
And it’s not just within firms where interest is growing. ‘There’s also been a lot of interest from clients,’ says Sinfield. ‘Many of our larger, more established clients are considering apprenticeships themselves, so they come to us for advice on how to set up schemes. Some of our solicitor apprentices have even spent time on secondment with them, which has been a brilliant development.’
While some firms are only just getting started with their programmes, many of those with more established schemes are still discovering new benefits. ‘We just brought in five new paralegal apprentices,’ says Comrie, ‘and even though their course hasn’t started yet, they’re already working in the business. Teams are seeing the benefits of having someone around for longer. My gut feeling is that over time, we’ll see more and more teams wanting to bring apprentices in.’
Annie Hellberg, early talent adviser at Bevan Brittan, sums it up neatly: ‘For us, these routes are viewed equally, each offering a different journey to the same endpoint. There are no roadblocks or barriers for either route, as both bring unique strengths to the table.’
A Different Plan
Solicitor apprenticeships are shaking the legal industry, offering a fresh, inclusive and increasingly respected path to qualification. And, for many aspiring lawyers, they’re proving that it’s not just about following tradition, but finding the route that fits.
The fact that Freshfields and Slaughters are following Linklaters and A&O Shearman down the path to solicitor apprenticeships is evidence of just how established apprenticeships now are. As firms use them as part of their efforts to improve social mobility, from September there will just be two top 30 UK firms not currently offering apprenticeships – Macfarlanes and Clifford Chance. This level of adoption is a clear signal that solicitor apprenticeships are not a backup option, but a trusted path into the profession.
New firms offering Solicitor Apprenticeships from September 2025
Freshfields
Slaughter and May
Travers Smith
White & Case
RPC (London office)
Top 30 UK firms already offering apprenticeship route to qualification
DLA Piper
Hogan Lovells
A&O Shearman
Linklaters
NRF
CMS
Herbert Smith Freehills Kramer
Eversheds
Ashurst
Clyde & Co
BCLP
Pinsent Masons
Gowling
Simmons & Simmons
Bird & Bird
Womble Bond
Taylor Wessing
DWF
Addleshaw Goddard
Fieldfisher
Osborne Clark
Irwin Mitchell
DAC Beachcroft
Kennedys
Withers
Stephenson Harwood
US firms London
Dentons
Weil
Mayer Brown
If you’re thinking about taking the solicitor apprentice route, the Future Lawyers Apprenticeship page – an interactive hub where you can explore and compare firms based on intake numbers, salary, office locations, and more – is a great place to start.
Each year we ask trainee solicitors to rate their job satisfaction. Unsurprisingly, the law firms that do well in this category often do well across the board.
Which makes sense, because the amount you enjoy your job will have a significant impact on your training experience.
In fact, it’s probably the single most important element which influences your overall happiness levels at work.
Factors such as pay, how much support you receive, quality of work, friendly colleagues and interesting clients play a huge role, but getting a kick out of your work is sure to make for a satisfied and therefore motivated trainee.
A law firm’s trainee retention rate is an important thing to consider when applying for training contracts.
After spending around two years training, a trainee should be rewarded with a newly-qualified (NQ) position where they can put their legal skills into action.
And for the law firm, after having invested considerable time (and money) in training a trainee, it’s a time to recoup their investment.
This isn’t always what happens however. Sometimes due to budget constraints and business needs, not to mention personal choice, some trainees leave at the end of their training contracts.
Here is a round-up of the published retention rates of some of the top UK (and Future Lawyers featured) law firms in this autumn winter season.
If you do anything this month, make it vacation scheme applications. Most law firms set their spring and summer vacation scheme deadlines for the end of December or the end of January, so now’s the time to get your applications in.
Our handy deadline table helps you keep on top of your applications.
With so many firms now recruiting solely through their vacation schemes, taking part in one really is the best route to getting a training contract.
What is a vacation scheme?
A vacation scheme is a one or two-week-long work placement at a law firm. During this time, you’ll usually sit in one or two departments and do trainee tasks, some of which might be assessed.
You might also attend firm presentations, lunches with other vacation schemers and trainees, as well as social events.
You’ll be assessed throughout, so be sure to be on your best behaviour, even at evening drinks.
But you should also let your personality shine through. Ultimately, your potential future colleagues want to know if you’d be a good person to share an office with.
Vacation schemes are usually paid, with some law firms also offering to cover some expenses for the duration of the scheme,
Why should you do a vacation scheme?
A vacation scheme is a brilliant way for you to find out if the law firm in question is somewhere you’d like to work.
There aren’t many other opportunities where you can ‘road test’ the work and office environment before committing to a new job.
Vacation schemes are also a great way for the firm to see how you work, and whether they think you’d be a good fit.
Different firms suit different people, and vacation schemes are the best way to find the best law firm for you.
Head to our Winners Table to see which firms have the best vacation schemes.
A new scholarship for aspiring social welfare solicitors in the North East of England has been launched to honour Stephen Denyer (pictured), former director of strategic relationships at the Law Society.
The Stephen Denyer Scholarship plans to support four individuals through their SQE1 and SQE2 qualifications, with one scholarship available per year.
Established by the City of London Law Society (CLLS), the City of London Solicitors Company (CLSC), the Social Welfare Solicitors Qualification Fund (SWSQF), and the North East Law Centre (NELC), as well as the Denyer Family, the scheme will be funded by a £50,000 family donation.
The SWSQF has also announced plans to match this pledge and fund an extra candidate per year for the next four years.
The scholarship is available to NELC employees.
Stephen Denyer was a partner in legacy Allen & Overy’s global markets team for 36 years, before retiring in 2014. He then worked with the Law Society, as well as the International Bar Association, where he served as co-chair of the Rule of Law Forum. Denyer passed away at the beginning of 2024, aged 68.
Patrick McCann, chief executive of the City of London Law Society and co-founder of SWSQF, said ‘Stephen was a gentle giant – intelligent, wise, and kind in equal measure. He had a gift for making others feel seen and valued, and for quietly moving mountains on behalf of people and causes he believed in.’
He continued: ‘This Scholarship ensures that his commitment to access to justice, to the North East, and to helping others into the profession will continue to make a difference for years to come.’
Helen Denyer, representative of the Denyer family, added: ‘Stephen cared deeply about increasing access to justice and helping lawyers enter the profession.’
‘Having had his own talent unlocked in the North East at Durham, he would be so pleased that his legacy now helps emerging talent qualify as social welfare solicitors here, using the law in the service of their communities.’
Centre director at the North East Law Centre Michael Fawole said the scholarship ‘will allow us to support and train talented future lawyers who might otherwise never have the opportunity to qualify as social welfare solicitors.
‘It strengthens our mission to widen access to justice across the North East, and we hope that others will be inspired by the Denyer Family’s generosity to help support aspiring social welfare lawyers across the UK.’
Nearly three quarters of US lawyers say that law school did not prepare them for the demands of working in a law firm, according to a survey of 132 attorneys by in-house legal recruiter Paragon.
73% of those surveyed wish their legal education had focused more on business development and client management, work-life balance strategies, mental health and resilience, and managing their own practice and finances.
The survey also asked attorneys what they considered to be their top work priority: income, flexibility or prestige. Autonomy and salary were equally important to attorneys (49% each) while prestige was only cited as the main career driver by 3% of respondents.
“Today’s junior lawyers are choosing flexibility over traditional markers ofsuccess, such as fancy titles. Half say autonomy is just as important as salary,and one in four has already turned down promotions to protect it” says Trista Engel, CEO, Paragon Legal.
But, whilst work-life balance is increasingly important to attorneys, 54% of those surveyed said that they felt the need to hide their desire for flexibility in the workplace. Among Gen Z lawyers specifically, the percentage was even higher at 81%.
The results point to a golden opportunity for in-house legal departments – which are traditionally associated with more flexible legal careers – to attract and retain ambitious lawyers.
“Today’s legal careers are far more flexible than many students realize, if you know where to look. The traditional climb through law firms still exists, but it’s nolonger the only or even the primary route to a meaningful legal career. Attorneysare prioritizing autonomy, balance, and purpose, and the profession is evolving tomeet those expectations. That’s opening doors for new talent to build careersthat actually match their lives”, says Engel.
We spoke to over 1,000 trainees and junior lawyers across more than 150 law firms for this year’s Future Lawyers survey, asking them to rate their firms on everything from training quality and inclusiveness to salary, work-life balance, and career prospects. The responses form one of the most comprehensive pictures of life inside UK law firms from those living it day to day.
This year’s research lands at a pivotal moment for the student and trainee market. The SQE is bedding in as the new qualification pathway, with apprenticeships and alternative routes continuing to attract attention, while the Magic Circle and US firms have driven pay to record highs (top-end NQ salaries now pushing £150,000–£180,000 in London). However, the Future Lawyers survey doesn’t measure a single definition of “success.” Each category was rated independently, offering a snapshot of how firms perform across different aspects of trainee life — from work-life balance and supervisor support to inclusiveness and sustainability. The results reveal a sector where pay may grab headlines, but day-to-day experience and firm culture are what distinguish the best performers.
Across all firms surveyed, trainees reported an average job satisfaction score of 74.43%, reflecting a generally positive view of life at their firms, though with clear room for improvement. Trainees were most satisfied with the approachability of their supervisors, which averaged an impressive 84.35%, suggesting that support and accessibility remain real strengths of the training environment. Quality of work (78.68%) and client contact (76.22%) followed closely, reflecting a generally positive picture of the hands-on experience trainees are getting.
Satisfaction dipped slightly when it came to work-life balance (75.48%) and working from home (72.75%), though these still indicate solid levels of contentment overall. The weakest scores came in pay (68.64%), social life (69.09%) and sustainability (69.11%), while legal tech was the lowest-rated core category at 63.68%, hinting that firms still have work to do in integrating technology meaningfully into day-to-day practice.
The real drop-off appears around secondments — with client secondments averaging 38.69% and international secondments just 25.13%, suggesting that while these opportunities remain desirable, they are still limited in availability or consistency across the market.
Anthony Collins was this year’s standout, securing first place in multiple categories including Client Contact (91.2%), Job Satisfaction (89%), Sustainability (92.2%), and a joint win for Quality of Work (90.1%).
Roythornes, too, had a strong showing. It not only tied for Quality of Work but also took the top slot in Sustainability with 93.3%. That suggests they’re delivering both performance and purpose.
Milbank secured the lead in Pay with 89.3% — a reminder that financial reward still matters, especially in a market where top-of-the-market NQ salaries are becoming de rigueur. While International Secondments averaged just 25.13% across all firms, Watson Farley & Williams scored an impressive 94.1%, offering guaranteed overseas placements as part of its training contract.
Linklaters and Norton Rose Fulbright have joined Slaughter and May as corporate members of 93% Professionals – a social mobility network aimed at boosting the careers of state school educated professionals.
The pair will follow Slaughters’ lead in offering all state-educated staff membership of the network, which looks to offer support and networking opportunities in order to improve soft skills and boost career development.
Slaughters became one of the network’s founding corporate members when it launched in 2023, as the professional arm of former Herbert Smith Freehills associate Sophie Pender’s social impact not-for-profit the 93% Club.
The news is the latest example of the legal sector’s social mobility ambitions.
Twenty five law firms placed in the top 75 of the 2024 Social Mobility Employer Index, a benchmarking tool that recognises organisations for their work improving access for those from less advantaged backgrounds. Slaughters, Linklaters and Norton Rose Fulbright all sit within the top 10.
Commenting on the firm’s decision to commit to 93% Professionals, Paul Lewis – the state-educated managing partner of Linklaters – said. ‘The importance of getting out there, networking and making connections in business cannot be understated. It can open doors and lead to opportunities you might not otherwise have had access to. Having had no exposure to the corporate world when I was starting out, I know just how difficult it can be. I wish [93% Professionals] had been around when I was in the early stages of my career.’
Peter Scott, managing partner at Norton Rose Fulbright, echoed this sentiment, saying: ‘We‘re excited to build on our existing social mobility programme by joining the 93% Club. This will provide another avenue for our colleagues to connect further with both professionals and students from state-educated backgrounds.’
Both Linklaters and Norton Rose Fulbright already have a number of existing strategies in place to improve social mobility. Linklaters is involved in a number of outreach and mentoring programmes aimed at widening access to the legal profession, including the Get Ahead development programme and the Making Links Scholarship. Norton Rose Fulbright meanwhile has partnered with schools and charities to help improve the representation of underrepresented groups in law, alongside its development of pre-recruitment initiatives including Scholars, the firm’s university bursary programme, and the RISE programme aimed at year 12 students with an interest in commercial law.
Andrew Jolly, head of corporate at Slaughter and May, said: ‘We are delighted that Linklaters and Norton Rose Fulbright have also now joined. We aim to ensure that everyone, no matter their background, can access opportunities to enter the profession and thrive throughout their careers.’
Sophie Pender, founder of The 93% Club, said the addition of the two firms adds momentum to the movement.
‘We’re excited to welcome two of the City’s biggest firms to 93% Professionals. It means even more knowing they’re offering access to the kind of network I really needed when I was starting out in law. I realised how much difference it makes to have solid advice, real connections and senior people backing your growth. That kind of support matters.’
