Devonshires

The Legal 500 Future Lawyers verdict on Devonshires

At Devonshires, sector focus and early responsibility go hand in hand. The firm’s ‘reputation in social housing and care’ gives trainees the chance to do ‘work that feels both specialist and worthwhile’. ‘The firm does a lot of work in a sector I think is important’, said one recruit, and because of that ‘you get to do interesting meaningful work from the get-go’.

For junior lawyers in the Leeds office, the appeal is practical and cultural, with respondents wanting ‘to be part of a firm in the north which didn’t just feel like a satellite office for London’. 

Devonshires’ culture is a recurring strength. Trainees describe ‘supportive, friendly colleagues’ and an environment defined by ‘inclusivity and a lack of intimidating hierarchy’. Partner access is another selling point, especially in Leeds, where ‘everyone is happy to help and up to have a chat’. The promise of meaningful responsibility appears to be borne out in practice, with trainees enjoying ‘conducting witness/client interviews and meetings by myself’ and ‘being treated as an NQ’. 

Devonshires trainees are not kept at arm’s length. Respondents cite ‘going to a two-day trial’, attending a ‘First-Tier Tribunal property hearing’ and ‘winning at court with an application that I had drafted and worked on the majority of’. Work-life balance is another draw, though feedback suggests that this can ‘vary across departments’. 

Devonshires could sharpen its offer when it comes to remuneration, benefits and clearer progression. Calls to improve the ‘pay and benefits package’ and address NQ salaries that are ‘below average for firms of this type’ were frequent, alongside requests for better IT systems and ‘more career opportunities at the end of the training contract’. 

Devonshires offers trainees unusually direct access to meaningful work in a supportive, approachable setting. For those seeking specialist, socially valuable work without a rigid hierarchy, the Devonshires training experience offers real substance.

A day in the life of... John O'Mahony, first-seat trainee

Departments to date: Real Estate and Projects

08:40: I arrive in the office before 9am and catch up with other Trainees and Paralegals in my department. Once I have settled down at my desk, I start work by checking my emails and sorting my to-do list by prioritising the day’s most time-sensitive and important tasks.

09:00: My current seat is in the Real Estate & Projects department and I’m really enjoying the wide variety of work that I have been involved in so far.

For example, today’s most urgent tasks include progressing a number of plot transfers, arranging for the publication of several trade marks and compiling planning discharges in relation to several developments. I begin by progressing the transfers.

10:00: As the transfers are due to complete today, I review the results of my OS2 searches and double check my findings with my supervisor. I then arrange for funds to be transferred and I complete the transfers over the phone. Although Trainees generally have a lot of individual responsibility with these transfers, I find it best to check in with my supervisor at each stage of a transfer to ensure that no mistakes have been made.

10:30: I review my ongoing trade mark matters. Although the firm does not have a recognised Intellectual Property team, we occasionally assist clients (e.g., Registered Providers and Housing Associations) with these issues when the need arises. I frequently liaise with our trade mark Attorney when renewing existing marks or notifying clients of potential infringements on their Intellectual Property.

13:00: I go for lunch with some of the other colleagues in my department. There are seven first-seat Trainees in the Real Estate & Projects department; working alongside other new joiners has really helped me settle in and make new friends within the firm.

14:00: As I am nearing the end of my first seat, I have a call scheduled with the HR Manager to discuss my next seat choices. This is also a really useful opportunity to talk about how I have settled into the firm so far and ask any questions I may have. In my meeting I list the Litigation &

Dispute Resolution, Construction, and Corporate departments as my preferred choices. I have really enjoyed my current seat but would like to gain some litigation experience in the next seat rotation.

15:00: As part of a larger project, I liaise with several Councils to identify any planning conditions and decisions made in relation to multiple sites. Once I have all the relevant information, I will compile and summarise these for my client. This will ensure that the client is aware of what conditions are still in place across the sites.

17:30: I wrap things up and make a note of any tasks for tomorrow. I have signed up to the firm’s 5-a-side football team and we have our first match of the year. Since joining Devonshires, the firm has organised several activities and events which are a great way of socialising with colleagues and networking outside of the department.

About the firm

The firm: From our offices in the City of London, Leeds, Birmingham and Colchester, we house all our 350+ partners, solicitors and support colleagues in one ‘hub of expertise’ enabling us to create teams, collaborate with others and deliver high-quality, practical advice using advanced systems and technology.

We are highly regarded within both the public and a broad range of private sectors and we are market leading advisers  in the social housing arena. In order to provide excellent legal advice and practical, commercially focused solutions, we continually update our knowledge and expertise. This includes a comprehensive training and education programme for all of our colleagues, from senior partner through to business support teams. Likewise we understand our clients’ thirst for knowledge and excellence, and to cater for this we provide a programme of regular webinars, briefings and eBulletins across a wide range of subjects.

The clients: We are proud to represent many of the leading organisations in the fields in which we specialise, and work with clients of all sizes across the G15, HALA (Housing Association Legal Alliance) and CHIC (Communities & Housing Investment Consortium), as well as many clients outside of these organisations.

The deals: Dispute resolution – debt recovery: We received our client’s (The Office Group Properties Limited) instruction in respect of unpaid aged invoices amounting to the sum of £13,870.64, raised in respect of services provided. In the absence of a response to our initial letter before action and rather than immediately incur the cost of issuing a claim we provided to the debtor company a draft claim form and particulars of claim evidencing monies due to our client including for accrued contractual interest and costs. Subsequent to which the debtor made 50% payment of the sum claimed to our client across the following two months. The debtor company however then provided no further payment, and our claim was presented to the applicable court and Judgment obtained at the very earliest opportunity for the entire sum claimed. Having provided notice of impending enforcement action the debtor company made full payment to our client, together with interest and costs, in satisfaction of their account and proceedings.

Real estate – social housing: finance: We advised on the refinance of Anchor’s £325m revolving credit facility. The refinancing arrangements involved refinancing 2 out of the existing 4 club participants, and introducing a new participating bank as an additional/replacement club member. Not only is the revolving credit facility substantial (and to our knowledge one of the biggest in the sector), but also provided on an unsecured basis, which is quite bespoke for a facility of this size in the sector.

Real estate – social housing: Devonshires advised Blackstone funded entities, Sage Homes and Leaf Living, who will together acquire 2915 new build homes from Vistry Group under a forward funded agreement. The new build units are spread across 70 sites and delivery will occur over the next two years. The 1393 affordable homes will be used for Affordable Rent, Social Rent and Shared Ownership and will be funded with Homes England Grant. Our advice extended to negotiating multiple complex land contracts and development agreements, advising on Grant Funding, Governance, Planning and structuring the transaction in the most tax efficient way.

Real estate – construction: non-contentious: Devonshires continue to act for Abri on the major regeneration of Sawyers Close, Windsor. Abri has received planning permission and Homes England funding to demolish four existing medium rise blocks of flats to construct 413 new homes, built across nine apartment blocks ranging from five to eight storeys as well as seven rows of town houses. All of the new homes will be affordable housing (either through reprovision of existing social rented homes, affordable rent or shared ownership) in a mix of apartments, maisonettes and houses. Devonshires’ planning team assisted the client to secure planning permission for the site.

Senior partner: Mark London

Other offices: London, Birmingham, Colchester, Leeds.

Who we are: From our offices in the City of London, Leeds, Birmingham and Colchester, we house over 350 partners, solicitors and support staff in one ‘hub of expertise’, enabling us to create teams, collaborate with others and deliver high-quality, practical advice using up-to-date technology.

What we do:  Recognised as industry leaders, we have a deep understanding of the diverse sectors we work in.

Our roots started in social housing and have successfully expanded to representing large banks and financial institutions, international and national companies (from start-ups to some of the largest), insurance underwriters and brokers, regulators, insolvency practitioners, professional service providers, politicians, individuals, and you, we hope.

Central to our ethos is understanding our clients’ culture, aims, and aspirations. We will provide solution-driven services to you through clearly structured, practical and commercially focused advice – we will not simply provide legal advice on a topic without setting out the context in which it applies to you.

We are not afraid to roll up our sleeves and take on difficult matters. We have made new laws on behalf of Army Veterans, Regulators, and Social Housing Clients on many occasions to deliver successful outcomes.

What we’re looking for in a trainee:  We look for trainees who not only have keen commercial and technical qualities but those who possess outstanding individual talents and who will also be great team members and future team leaders.

What you’ll do: From the moment you are offered a Training Contract with us you will be in regular contact with the HR Manager providing firm-wide updates and information about your induction. Trainees are also introduced to one another, a great way for you to meet your future colleagues and get to know them ahead of your official start date.

Induction
Your first week at Devonshires will be spent on our trainee induction programme, this will give you an introduction to us and how we work. The purpose of this week is to equip you with all the right tools and information to give you a flying start. Across the week you will meet a number of key people who will deliver presentations and talks, together with training sessions on our IT systems and other processes you will need to know. You will also spend some time during this week meeting your team and shadowing a current trainee as well as having the opportunity to socialise with the trainees in a more informal setting.

Seat rotations
You will undertake four six-month seats across our range of practice areas. Your first seat is allocated for you by the HR Manager and Training Principal, with your three remaining seats being settled following consultation with you as to your areas of interest and preferences and taking into consideration the firm’s needs and SRA requirements. You must complete a litigation seat and property seat as part of your Training Contract and, due to the business needs in our Housing Management & Property Litigation and Real Estate & Projects department, most trainees will spend at least one seat in each of these areas.

Support
We have a supportive and encouraging culture that focuses on training and developing our employees to be the best they can be. Throughout your career with us you will be provided with a strong and well-balanced support network. In particular, but not exclusively:

Buddy – all new Trainees are paired with a Trainee Buddy, one of our current Trainee Solicitors who will help you through your first few months and beyond. They will be there to answer any questions you may have. Starting a Training Contract can be a huge step and having a buddy that has been through the same experience can be a really useful source of support.

Trainee Supervisor – for each six-month seat, you will be allocated a Trainee Supervisor who will delegate you work, monitor your progress and give you timely and constructive feedback. You will have a mid-seat review as well as a formal appraisal meeting at the end of your seat, and they will set you stretching objectives each step of the way.

HR Manager – working closely with you, the Training Principal and your Trainee Supervisors; the HR Manager will be your first point of contact for any queries and will ensure you are well supported and encouraged throughout your time with us.

Training Principal – Helen Curtis, Partner, will oversee your Training Contract from an SRA regulation perspective working closely with the HR Manager. Acting as a senior guide they will take a keen interest in your development and will be a key sponsor in your training.

Mentor – you will be allocated a mentor at the start of your Training Contract who will provide informal support and offer opportunities for you to learn from someone with a greater or different understanding of the firm, and provide you with an objective and alternative source of information. Many of the firm’s trainee-mentor relationships continue on past the end of the training contract and through to qualification and beyond.

Training
By working closely with your Trainee Supervisor in each seat you will receive on the job training, client contact and early responsibility, which will assist you in developing the necessary skills to become a well-rounded lawyer.

Qualification
During the qualification process we will make you aware of our current NQ vacancies across the teams and discuss these with you and the process of applying.

 Perks :  25 days’ holiday, Life assurance, group income protection, private medical insurance, dentistry treatment scheme, group personal pension, interest free season ticket loan, gym discounts, eye test vouchers, wellbeing support, qualification leave, eldercare support, flu vaccinations, ECG screening.

Sponsorship

All applicants must have completed their LPC or SQE1 prior to the start of their Training Contract – we have a March 2027 and September 2027 intake planned.

We provide financial assistance for the SQE2 preparation course and assessments when they are completed during the first year of a Training Contract, as well as paid exam leave.

We do not offer financial assistance for the GDL, LPC or SQE1. For the avoidance of doubt we cannot offer reimbursement for the cost of any SQE2 studies which have already been paid and undertaken prior to the start of a training contract.

Seat options

Banking; corporate; governance & regulatory; clinical negligence; employment; housing management and property litigation; litigation and dispute resolution; property securitisation; real estate and projects.

Tips from the recruiter

1. Research, research, research! It’s great when candidates are able to show a thorough understanding of the firm and what we do
2. Aligned interests – when reviewing applications we particularly look for candidates whose interests and values align with those of the firm.
3. Be yourself, we want people to feel comfortable and be their true self throughout the various assessments – it helps us to get to know them better. Get stuck in, don’t hold back and never be afraid to ask a question. Being inquisitive helps candidates to build a stronger understanding of the Firm

Diversity and inclusion