37 rookies jostle for just 25 NQ jobs

DWF has paired its final seat trainees with partners that qualified during the last recession to help them navigate the qualification round.

The listed law firm has 37 trainees that are due to qualify this autumn but has only advertised 25 newly-qualified (NQ) solicitor vacancies. It launched the mentoring scheme amid the uncertainty brought by the coronavirus to connect trainees with partners who will impart their “experience and advice”.

The first session took place online with five partner-mentors. Laurence Applegate, Nicola Dunk, Katharine Mason, Hilary Ross and Sheona Woods held a group discussion in which they shared what they went through and how they reached partnership despite the period of uncertainty. A total of 121 sessions will be held in due course. The upcoming sessions will be open to all seat trainees both within DWF and externally, a spokesperson from the firm said.

DWF trainees have also been offered application workshops, CV building and interview skills sessions that will be delivered by the firm’s recruitment team.

A statement from the firm read: “Applying for NQ jobs at the end of your training contract is an extremely stressful time, more so now than ever given the impacts of COVID-19. For the trainees, they feel as though their careers have stalled, and it is essential to help demonstrate it is not. Those who qualified in 2008/2009 went through a similar period of uncertainty caused by the recession, which led to a lack of jobs on qualification. DWF wanted to set up an initiative that put current partners who qualified during the recession in touch with current trainees to share their experience and advice.”

DWF confirmed last month it had pushed back the start dates of its incoming trainees by six months. Thirty-one new joiners will now start in February. In other DWF-related news, and unlike other City firms, DWF has confirmed that there will be no reduction to NQ pay. The firm does not disclose its NQ salaries.

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Further two rookies retained on six-month deals

Clifford Chance has become the first magic circle firm to reveal its autumn 2020 retention score.

Of the 46 trainees due to qualify next month, 36 will be staying put as newly qualified (NQ) associates — or 78%. The Canary Wharf-based giant confirmed it received 45 applications and made 36 offers. A further two rookies accepted six-month deals.

Clifford Chance, which takes on around 96 trainees each year, did not disclose the departments or offices its new recruits will qualify into.

News of the retention score comes just weeks after the firm reduced NQ pay as part of a range of financial measures in response to the pandemic.

The firm’s new recruits will receive a revised pay package of up to £94,500 with bonus, roughly £5,500 less than last year’s six-figure sum. Other big players to cut salaries include Allen & Overy, Slaughter and May, Baker McKenzie and Hogan Lovells.

Today’s result marks a slight drop on the firm’s spring score of 85% (34 out of 40).

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New ‘data-driven’ approach

A large cluster of City law firms have announced today that they will use data analysis to improve the recruitment and retention rates of black, Asian and minority ethnic (BAME) lawyers.

As part of the Race Fairness Commitment (RFC), an initiative launched by London-based diversity specialist Rare Recruitment, “data-driven techniques” will analyse and monitor the legal careers of BAME lawyers — from recruitment to senior promotion. Using this data, law firms can then “identify and attack the points at which BAME lawyers are unfairly falling behind their peers”.

Data analysed will look at the differences between BAME and white groups in application to interview rates; interview to offer rates; pay; and promotion rates. According to Rare Recruitment, the data analysis looks at ‘BAME’ collectively, but also provides a separate breakdown for two categories: black and other ethnic minorities.

The RFC has been signed by 17 City law firms, including all members of the magic circle — Allen & Overy, Clifford Chance, Freshfields, Linklaters and Slaughter and May. Also joining the diversity initiative are Ashurst, Bryan Cave Leighton Paisner, DWF, Dentons, Herbert Smith Freehills, Hogan Lovells, Macfarlanes, Norton Rose Fulbright, Pinsent Masons, RPC, Travers Smith and White & Case.

These firms have also committed to taking steps to create a more inclusive workplace, where BAME lawyers can be themselves, “without feeling the need to be inauthentic in terms of their speech or culture, simply in order to ‘fit in'”. According to research conducted by Rare, BAME lawyers spend on average 20% less time at firms than their white co-workers before leaving.

Measures include asking staff at least once a year whether they ‘can be themselves at work’, and ensuring racism is discussed in every induction and exit interview. Meanwhile, junior ethnic minority lawyers will have access to senior management, with a view where possible to creating sponsorship, mentoring and reverse mentoring programmes.

Roy Appiah, senior associate at Clifford Chance and Rare alumnus, said:

“Clifford Chance is undoubtedly a great place to work and I am very fortunate and privileged to do so. However, as a Black or ethnic minority lawyer, you are never too far away from reminders that the firm, and the industry, were not designed for people like you to rise to the top. These reminders come in many forms, like having your security pass checked twice to enter work, or being invited to training about what leadership looks like where none of the dozen speakers look like you.”

According to Ngozie Azu, head of international relations at Slaughter and May and Rare alumnus, the initiative will encourage law firms to take a more personal approach to diversity.

“How does it actually feel to be Black in a firm like this? There will always be areas of differences — for example my unusual name, my hair and how I spend my leisure time,” said Azu. “The challenge for firms is to ensure that they are creating an environment in which everyone can bring their most authentic selves to work without fear that our differences will mark us out or impact our ability to succeed.”

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Exclusive: New approach means there’ll be no summer 2021 vacation scheme — but magic circle firm will continue to offer some in-office internships

Clifford Chance has today announced the launch of its virtual legal internship, as it confirmed it won’t run a traditional summer vacation scheme next year.

The magic circle firm will run its global internships across four continents, the UK, EMEA, the Americas and Asia Pacific, from the beginning of August 2020. It will partner with InsideSherpa, a digital education provider, to deliver the online programme, and the University of York, to provide support around developing “problem-based learning programmes”.

The internships are free and will be open to students from the participating regions regardless of their degree, university or year of study.

CC’s new programme brings together partners and lawyers from across the firm’s network who will create the curriculum and content. The internships will consist of between six and 12 hours of content with each internship focused on “topical, global issues and client work”, including climate change, human rights and cyber security.

Within each internship, students will undergo a series of tasks which aim to replicate the type of work they would undertake as a lawyer. They will have access to pre-recorded videos from partners and senior associates across the participating offices as well as other materials to guide them through the tasks.

Interns will be able to take part at their own pace and there will be no deadline nor requirement to complete the programme. However, those that do will be awarded a certificate from the Clifford Chance Academy.

Laura Yeates, head of graduate talent at Clifford Chance, said:

“By hosting the internships online and making them accessible to a wider audience, we expect the participants to be the most internationally and socio-economically diverse group of students that we have ever welcomed. By removing any financial or physical constraints on the students’ participation we are offering a programme and introduction to law that is both internationally-focused and accessible to all.”

Jeroen Ouwehand, senior partner at Clifford Chance and the programme’s senior sponsor, added:

“Despite the disruption and uncertainty caused by COVID-19, we are committed to providing students across our key markets with the opportunity to experience Clifford Chance’s unique culture and get a better understanding of a career in the law — albeit in a different way.”

Today’s launch comes after the firm decided to run its 2020 summer vacation scheme and SPARK scheme for first year students online in view of the coronavirus pandemic. The decision to move the schemes online was received positively by students and applicants, the firm said.

CC’s graduate recruitment team has now decided that they will not be attending any onsite university career fairs and that they will host all of their careers and networking events online to enable a more diverse cohort of students to participate. A spokesperson from the firm confirmed that this applies to the autumn 2020 milk-round.

The firm will not run a traditional summer vacation scheme next year — it will instead invest in its virtual legal internships, SPARK, LIFT (business internships for future trainees) and its “open access” programme. The firm’s traditional open days will be replaced with “open access” sessions that will take place online and “showcase the very best from the open day schedules” as well as include new content.

Both SPARK and LIFT will continue to take place in-person, the spokesperson confirmed.

CC’s decision comes amid continued coronavirus disruption and could signal to the legal education and training market that more City firms may offer students online work experience opportunities and therefore, access to the legal profession.

The firm previously reduced the number of places available on its summer vacation scheme as it looked to move away from “traditional hiring methods”.

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Tom Phillips and former The Saturdays star Una Healy went on a ‘romantic evening out’, report claims

A Mishcon de Reya associate who was named “one of the most-wanted singles in London” has reportedly been on a date with a pop singer.

Tom Phillips, a corporate lawyer at the London law firm, enjoyed a “romantic evening out” with former The Saturdays star Una Healy.

A source told The Sun that the solicitor and singer “met through mutual friends” and “enjoyed a romantic evening out”. They added: “It’s early days but he is smitten.”

Phillips was named one of London’s most eligible bachelors on ‘happn’ in April 2017. The solicitor landed at number nine in the list of the top 18 most-wanted singles released by the dating app.

Before joining Mishcon in 2014, Phillips trained and qualified at Manches (now Penningtons Manches Cooper). He studied law at King’s College London, graduating with a 2.1, and going on to complete the Legal Practice Course at BPP University Law School with a distinction.

Healy rose to fame as part of five-piece girlband The Saturdays. The group went on a break in 2014, after which Healy embarked on a solo career.

The Irish pop singer hit the headlines four months ago following her split from boyfriend and sportsman David Breen. The couple had been together for a year. Healy was previously married to rugby player Ben Foden with whom she has two children. Healy and Foden divorced in 2018 after six years of marriage.

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Sophie Currie reflects on a jam-packed week at The Legal Cheek-ULaw Virtual Vacation Scheme

Dreamt up by The University of Law (ULaw), The Legal Cheek Virtual Vacation Scheme took place last week. The first of its kind virtual event, saw four thousand students tuning in to gain insights into life as a lawyer across a range of practice areas through a series of short talks, workshops and Q&As, with corresponding written exercises set by ULaw.

Monday 22 June

ULaw’s director of employability John Watkins opened the week-long event. He introduced the concept of ‘employagility’; future lawyers that are able to adapt and are prepared to be challenged, particularly important in the context of COVID-19. Watkins also prepared students for what was to come, stating that the virtual format of the vacation scheme will enable them to be creative in their search for a training contract.

The first session of the week, ‘From Lehman to COVID: The coronavirus crisis in context’, was led by Legal Cheek publisher and founder Alex Aldridge. He touched on the uncertainty brought about by COVID-19 and said that the economy will rebound from the period of financial decline, much like it did during the last major recession in 2008. Aldridge advised students to look on the upside:

“When one sector of a law firm is doing badly, another is doing well. There is also growth within aspects of remote-working thanks to the role played by technology.”

The afternoon session focused on the commercial legal market and included a workshop exploring the relationship between in-house and private practice. Dan Kayne, founder of The O-Shaped Lawyer Project and general counsel (regions) at Network Rail and Phillip Dupres, managing associate at Addleshaw Goddard, explained as part of their big picture overview that the legal market, at its core, is the buying and selling of legal services. The role of an in-house lawyer is to understand the commercial objectives of the business and communicate the risks and legal issues involved in any decision to management. The private practice lawyer provides legal advice to clients and may get involved in business development.

Almost a quarter (22%) of the 150,000 solicitors practising in the UK work in-house. This is a growing market that is expected to increase in the coming years, they said.

Further, both speakers highlighted that the lawyer of the future will be ‘O-shaped’. “Clients want an ‘O-shaped’ lawyer who understands the law, is able to build strategic relationships and has the ability to support them,” they added. Kayne and Dupres also shared some nuggets of advice with students, telling them to prioritise their wellbeing, to be curious and open to trying new things.

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Fantastic first day of The Legal Cheek Virtual Vacation Scheme – run in partnership with @u_law! Our attendees are now getting to know each other in our drinks-themed online social. Which is your favourite Expo booth? #virtuallegalcheek

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Tuesday 23 June

Tuesday saw the start of presentations on different practice areas.

Ropes & Gray associate Jacob Bennett spoke during the morning session, ‘Life as a debt finance lawyer’. He explained that debt finance covers a range of specialisms including real estate; asset and litigation finance; and leverage and acquisition financing. He described his typical day: “Each day is different, but typically involves drafting, reviewing and negotiating facility and intercreditor agreements and security documents.” He said that trainee finance lawyers manage the conditions precedent process and are involved in transaction management which provides the opportunity for them to develop soft skills at an early stage. Bennett said a highlight of his job is seeing the real-world impact of his work on the national and global economy.

Future finance lawyers were advised by Bennett to keep an open mind when it comes to selecting seat rotations and which department to eventually qualify in. He also stressed that students should identify the type of firm they want to train at and tailor their application accordingly. “You must be able to show a genuine interest in that specific law firm and the market in which they operate,” he summarised.

Tuesday’s afternoon session was on legal technology. Dana Denis-Smith, founder of Obelisk, said “language is important in tech and coding is the latest language”. She advised students interested in lawtech to “garden” their minds by focusing on the three C’s: cultivating curiosity, common sense and creativity.

Nishant Prasad, associate at Nivaura, explained how “lawyers do not make good coders and coders do not make good lawyers”, adding that he believes that the post COVID-19 world will be full of opportunities for tech enthusiasts.

Catherine Bamford shared her career journey up until the point where she founded tech start-up BamLegal, which helps law firms and in-house teams improve their legal services and how they implement legal tech. Toby Willcocks of UK deployments at Ironclad also shared his career story. Willcocks, who studied law at Oxford University before completing a masters in law at Harvard University, initially intended to become a commercial barrister. His entrepreneurial spirit and interest in legal tech start-ups soon took over, and Willcocks joined Ironclad based in San Francisco in 2016.

Wednesday 23 June

Wednesday began with a wellness breakfast with Cleary Gottlieb associate and yoga vlogger Eloise Skinner.

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‪Bend and snap! City lawyer and yoga vlogger @eloiseallexia has joined us this morning for a virtual breakfast and workshop on wellness at our Virtual Vacation Scheme with @u_law #VirtualLegalCheek‬

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Following virtual yoga with the attendees Skinner took part in an audience Q&A. She maintained that self-care is essential in order to work at maximum productivity. She also advised students to break down a big goal into specific day-by-day tasks and to trust the process. Skinner treated the application process for a training contract as she did her exams and said she even kept a ring binder containing all of her research.

The ‘Life as a litigator’ session took place on the Wednesday afternoon. Irwin Mitchell associate Chrissie Wolfe talked about her specialism of international serious injury claims. “I spend a lot of time in court with around 80% of my cases being litigated,” she told viewers. Wolfe said that she enjoys the court experience and has many opportunities to travel abroad with her work.

Rajiv Bhatt, barrister at Hardwicke, shared his ‘unconventional’ route to the bar. Bhatt accepted a training contract in 2009 which he said allowed him to gain skills and experience. “It is useful for barristers to understand how cases are prepared as there are many transferable skills,” said Bhatt, who now practises commercial, employment, construction and, occasionally sports law at the bar.

Radcliffe Chambers’ Matthew Mills explained his day-to-day life as a commercial chancery barrister involves giving written legal advice, drafting legal documents, attending mediations and conferences with his clients and, of course, going to court. He said, however, that “it is surprising how much gets resolved outside court” and his job involves “answering real-life problem questions and lots of reading”. He also said that lawyers must “market” themselves by writing articles, preparing talks and attending conferences since the market is becoming increasingly competitive.

Thursday 24 June

Thursday morning’s session was on the Green Economy.

Burges Salmon projects lawyer Tom Gillett explained that his time is divided equally between environmental practice and product stewardship, where the latter is considered to be “a growth area”. Brexit allows for “huge changes” within this space since about 80-90% of environmental law is derived from EU law, said Gillett, adding that students interested in this hot practice area should be aware of the 25-year environmental plan, the move towards net zero carbon emissions under the Paris Agreement, the new Environment Bill and the 2021 UN Climate Change Conference, COP26.

Shoosmiths commercial partner James Wood-Robertson shared his journey from trainee to partner and reflected on how much his work has changed. Wood-Robinson explained that when he started his training contract, he enjoyed projects which helped the environment the most. Shoosmiths approached him in 2017 to set up an infrastructure and energy practice of which he is now co-head. “The sector is much wider now which reflects new opportunities, technologies and a greater understanding of the challenges,” he said.

Norton Rose Fulbright energy finance lawyer, Laura Kiwelu, who appeared on the panel alongside Gillett and Wood-Robertson, explained that because of the nature of her work “no two days are ever the same”. She advised students to improve their commercial awareness and knowledge of practice areas during lockdown.

The day concluded with an employability Expo led by ULaw’s Watkins. He advised students to identify their strengths and weaknesses, manage their personal and professional priorities, develop their legal knowledge and technical expertise, as well as find unique ways to stand out.

Attendees at our Virtual Vacation Scheme have spent the afternoon exploring @UniversityofLaw's Employability Expo – featuring interactive workshops on video interviews, application strategy, building commercial awareness and using social media to stand out #VirtualLegalCheek pic.twitter.com/mB2lmKcnR9

— Legal Cheek (@legalcheek) June 25, 2020

Friday 25 June

Friday started with a workshop on counter-cyclical work, namely restructuring, insolvency and employment law. It was evident from the lawyers’ talks that these areas will be in high demand in the post COVID-19 world.

Squire Patton Boggs (SPB) trainee solicitor Demi Hughes is qualifying into the firm’s employment team. She stressed the importance of being enthusiastic during the training contract — “you never know which area of law you will enjoy, so you should try to make the most out of every seat”. Hughes’ colleague, Oli Ward-Jones, a senior associate in SPB’s restructuring and insolvency team, advised those who may be lacking in legal work experience to “look at other avenues of experience to identify applicable skills”.

Womble Bond Dickinson managing associate Fintan Wolohan explained his day-to-day life as an insolvency litigator involves investigating claims, contacting council and bringing claims to court. Jessica Ling, counsel in Akin Gump’s London restructuring and insolvency team, said that financial restructuring and corporate insolvency “affects every aspect of our lives”, using the example of Lehman Brothers.

The final session of the week focused on legal aid and pro bono in practice. Legal Cheek features editor Aishah Hussain began by stating that “the COVID-19 crisis has magnified the inadequacies of the justice system whereby the most vulnerable members of society are unable to access affordable legal services at a time of increasing need”, before inviting Sam Cottman, director of pro bono and senior counsel at Travers Smith, and Siobhan Taylor-Ward, a Justice First Fellow and solicitor at Merseyside Law Centre, to deliver presentations on social welfare law.

Cottman spoke about his career journey. He recalled working on a domestic violence case and explained how he saw first-hand the impact of deploying legal skills for the benefit of those who are vulnerable. His experiences led him to run a number of pro bono projects. “Being a lawyer is a powerful thing due to your ability as future lawyers to impact society positively,” he said. “This career is a marathon not a sprint.”

Taylor-Ward was drawn to the law after seeing so much “need and injustice” in her community. She said her day-to-day varies and can involve providing people with legal advice and representation in asylum support tribunals or challenging homelessness decisions. Taylor-Ward previously worked on the Hillsborough inquests and said that, although challenging, particularly given the government cuts to legal aid, her work is “very rewarding”. She advised students to be passionate and honest about why this area of law interests them.

The week ended with a social and farewell drinks-do hosted by Legal Cheek reporter and resident DJ Adam Mawardi. Students socialised over interactive video chats and music in various Expo booths.

@legalcheek

Join our resident DJ tonight for some farewell drinks and cheeky tunes at The Legal Cheek Virtual Vacation Scheme ##law ##student ##lawyer ##fyp

♬ Lose Control – Meduza & Becky Hill & Goodboys

The author is a law student at Liverpool John Moores University and a Legal Cheek Campus Ambassador.

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Florida’s Samuel J. Rabin Jr. takes no chances

A criminal defence lawyer has rocked up to court in a full hazmat suit.

Samuel J. Rabin Jr. recently attended a sentencing hearing at a federal courthouse in Miami, Florida, in some serious protective clobber as coronavirus cases in The Sunshine State continue to climb.

An image posted by another lawyer on social media shows Rabin wearing a a 3M hazmat suit, protective gloves, respirator mask and face shield.

Sam Rabin is a legend. This is what he wore to federal court today in SDFLA. pic.twitter.com/EzbE2PZVWh

— David Oscar Markus (@domarkus) June 30, 2020

Law.com (£) reports Rabin was given the option to attend the hearing via Zoom but “felt the sentencing was too important to do online, especially after not being able to meet the client to go over his pre-sentence investigation report.”

He told the website:

“A sentencing is the most important stage of a person’s life that’s facing a criminal case, and I just think a lawyer has an ethical obligation to be standing there with them. Every defendant wants to talk to the judge and give his feelings, so I wanted to be there in case he had any questions or in case he wanted to talk to me before he spoke to the judge.”

Rabin’s super-safe approach comes as new cases of the virus in Florida jumped by more than 10,000 on Monday, making it one of the worst-hit states in the US.

Responding to the tweet, fellow US lawyer Sara Elizabeth Dill wrote: “What a hero… Sam will forever be a legend.” Elsewhere, Miguel M. de la O, a circuit judge for the 11th Judicial Circuit of Florida, joked: “Would have been a nice touch if he had worn a tie on the outside of the hazmat suit.”

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White & Case and Cleary Gottlieb opt against rises or cuts for now

The London offices of two US law firms have kept their newly-qualified (NQ) solicitor salaries at their current rates in spite of the economic headwinds brought by COVID-19.

As other City firms, including three of the magic circle, chip away at their NQ pay packets, autumn qualifiers at White & Case and Cleary Gottlieb Steen & Hamilton will continue to receive six-figure-sums in line with previous years.

White & Case associates have moved through the salary and qualification levels as usual, a spokesperson from the firm said. In light of the current circumstances, W&C hasn’t taken any decisions about when and whether to increase its salaries. W&C trainees qualifying in the firm’s London office in August are set to receive the current NQ rate of £105,000 for now, the spokesperson confirmed. Their salaries rose to this level from £90,000 in 2017.

Cleary Gottlieb has confirmed it currently has “no plans” to review NQ salaries, which were bumped by 11% to reach £133,000 in October 2019.

A spokesperson from the firm said: “Our newly qualified solicitors had their compensation raised 11% which was effective 1 October 2019. We have no plans to review salaries this year and trainees will qualify as normal in September on our standard newly qualified salaries.”

Legal Cheek understands that other US law firms are adopting a similar approach.

Freshfields and Herbert Smith Freehills, previously opted to hold their NQ pay at the same rate as last year, having raised to £100,000 (plus bonus) and up to £105,000 respectively in 2019.

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‘Altered’ letter to show CILEx assessment success

A legal assistant who lied abut passing his legal executive exams has been barred from working in the solicitors’ profession.

In February of this year, Benjamin Lewis Clark supplied his then-employer, Bridge McFarland LLP in Lincolnshire, with a letter from CILEx confirming that he had successfully completed his assessments.

This followed an agreement between Clark and his bosses which would see the firm reimburse the cost of his course fees if he passed his exams. Relying on the letter, the firm paid him £1,275.25.

But Clark later admitted he had “altered the letter” in a bid to “induce the firm to reimburse him” and had in fact failed his exams, according to a regulatory decision published this week by the Solicitors Regulation Authority (SRA).

His admission came after the firm contacted CILEx to discuss the next stage of his studies. “CILEx advised the firm that Mr Clark had failed his exams”, the decision states, and “provided the firm a copy of its letter of 27 February 2020 to Mr Clark, which confirmed he had failed his exams.”

In mitigation, Clark said he was in debt at the time of the misconduct and struggling to keep up with the repayments he needed to make under a debt management plan. He expressed regret and remorse for his actions.

Bridge McFarland confirmed Clark was “held in high regard” prior to the incident.

The SRA said his conduct made it “undesirable for him to be involved in a legal practice because it demonstrates he has a propensity to mislead his employers and alter documents to induce them to make payments to him”.

Clark, who worked in the firm’s commercial department between October 2015 and March 2020, was made the subject of a section 43 order, which prevents him from working in a law firm without prior permission from the regulator. He agreed to pay costs of £300.

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I will instead be qualifying into commercial litigation

In the latest instalment in our Career Conundrums series, one final seat trainee requires readers’ advice after failing to secure a role in her “dream” department.

“I am working in a large corporate firm and I’m in my final seat. Since the start, I have wanted one department — technology. All of my work history prior to starting my TC has been in tech firms of one shape or another. I have been open to trying other departments, and some of them have been good, but I still wanted to do this seat the most. Now that I am in my last seat, I’ve been turned down yet again for tech and I will instead be going into commercial litigation.

How do I make this work for me in the future? I’d hate to think my dream of tech is dead but is there any way I can work this to my advantage? Do I need to start looking for work elsewhere post-qualification or is commercial work helpful no matter what I end up doing long-term (particularly in the context of a COVID-19 downturn)? Many thanks for your help.”

If you have a career conundrum, email us at team@legalcheek.com.

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‘This was a comment made about a woman by another woman’, says Alexander Grace Law

A law firm has been accused of sexism after it described its new receptionist as “beautiful” in a social media post.

Lancashire law firm Alexander Grace Law posted a photograph of its new receptionist, Debbie Dowie, alongside the caption: “Every law firm needs a beautiful friendly receptionist.”

The post — which appears to have since been deleted, but not before being screenshotted by The Sun — went on to say that Dowie “will be waiting to welcome you all into our brand new office very soon”.

Reacting to the post, Dana Denis-Smith, founder of The First and Next 100 Years Projects, which chart the journey of women in law since 1919, told Legal Cheek:

“This is another unfortunate association of women and their role in ‘beautifying’ the workplace. It is just the latest in a line of stories and it is symptomatic of a work culture that continues to objectify women and, in doing so, undermines their credibility.”

Meanwhile, Sophie Walker, chief executive of the Young Women’s Trust, told The Sun newspaper that “our education system, society and culture too often tell us that simply because we are women we are there to be decorative”.

She continued: “Sexist stereotypes for women in the workplace hold them back from fulfilling their potential. We should be looking at what talents, skills and experiences they can bring to the table. Any forward-thinking business should know this.”

A spokesperson for the firm said:

“This was a comment made about a woman by another woman in a law firm where 50 of 56 staff are women.”

The firm hit headlines earlier this year after it called on the service of world heavyweight boxing champion Tyson Fury to open its new Blackpool office. Fury was due to appear in person, however lockdown restrictions meant the firm had to settle for a video message from the self-proclaimed ‘Gypsy King’.

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Measure applies to all staff including five of the firm’s trainees in Aberdeen and Watford

The world’s largest law firm by headcount is to shutter two of its UK regional offices, in Aberdeen and Watford, with all staff due to work from home permanently.

All partners and employees based in Dentons‘ Aberdeen and Watford offices will continue with their current virtual working arrangements, a statement from the firm read. They will, however, have the option to access the firm’s Edinburgh and Milton Keynes offices, respectively, when required.

A spokesperson from the firm confirmed that the measure applies to the firm’s five trainees located across these offices — two in Aberdeen and three in Watford. “All trainees will remain in their roles working with teams virtually and across its various offices,” they said.

The firm said in the statement that it is not planning to close any of its other UK premises but will review the situation when the lease on its London office expires in 2025. Dentons partially reopened its London office last month with a ‘track and trace’ system in place.

Dentons has also set up a team to review how the lockdown has changed the way work is done. The review will look at the international firm’s use of technology with the aim of moving towards a “more agile” way of resourcing work, and in turn, its overall real estate footprint.

Lisa Sewell, managing director for the UK, Ireland and Middle East said: “We have seen far less use of paper, more self-service and confidence using new technology and no drop in productivity or service levels despite teams not being co-located 100% of the time.”

She added:

“The success of remote-working during lockdown has made us really stop and think about how we can learn from this new way of working to accelerate the physical and behavioural changes that form part of our strategy to build the law firm of the future. In that way, the lockdown has forced the behavioural shifts that are the basis of any real change of this type, so we want to use this to ensure we don’t just assume we will return to the way we used to work post lockdown. It’s an exciting shift for us, our people and for how we will be able to serve our clients in different ways in the future.”

Earlier this year Slater and Gordon announced it is to close its London office as it looks to embrace permanent remote-working. Staff will work from home for the most part from September but the national firm hopes to find a smaller office space to host in-person meetings.

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ULaw’s director of employability outlines what would-be City lawyers can expect

Lawyer life is likely to look very different as the country gets back to work.

Ahead of Thursday’s ‘How to become a City lawyer in a post-COVID world’ event at which he’ll be speaking, John Watkins, director of employability at The University of Law (ULaw), shares five predictions for would-be City lawyers to consider in the post-COVID world.

1. Online communication skills get a premium

It’s a skill to communicate well on a video call — the conversation doesn’t always flow as naturally as it would face-to-face. Different etiquette applies and only one person can usually speak at a time. Watkins’ advice to students looking to enter the world of work post-COVID is to identify their preferred method of communication — whether that’s a video call or instant message, for example.

Camera shy students are advised to work on their remote communication skills by taking part in online events, such as Thursday’s ‘How to become a City lawyer in a post-COVID world’. There are opportunities to network, virtually, among attendees which is a good way to prepare for the video interviews and virtual assessments law firms are gradually moving towards.

2. The rise of the ‘long-distance’ trainee

It’s often said that if you want a career in corporate law the place to be is the City of London. After all, that’s where most of the major law firms are headquartered. But in today’s virus-ridden world where remote-working has become the norm; we could see a shift away from the City to the regions and maybe even the rise of the ‘long-distance’ trainee.

Londoners have become somewhat accustomed to forgoing the daily commute, with some having realised that taking the Tube or other means of public transport is not only a costly but timely expense that could be spent in more useful ways. Watkins fleshed this out by way of an example: lawyers may spend an hour to an hour and a half commuting into London from outside the City — that’s up to three hours each day and 15 in your average week — multiply that by each person working at the firm and you end up with quite a substantial figure.

Law firms are likely to continue to let their lawyers, and their trainees, work from home even after the pandemic has passed. This could mean you wouldn’t have to fork out on a tiny flat in Zone 2 and could even become a magic circle hotshot from your childhood bedroom (wherever that may be) or a nomad if the time zones and firm policy allows for it.

Law schools are putting flexible policies in place, too. ULaw has a campus-wide policy, CampuSwitch, that enables students on some courses to start their degree at one campus (ULaw has nine dotted across the country) and then switch to another to continue and complete their studies.

3. The online-onsite office of the future

But don’t set your sights on a rural retreat just yet. “There’s something really exciting about London,” says Watkins. “It has this buzz where things just move a lot faster. It’s the heartbeat of law.”

He thinks the office of the future is likely to be “blended”, both online and onsite. It’s an approach already taken by magic circler Clifford Chance with the launch of its online legal internships last week and decision to scrap its traditional summer vacation scheme but keep a few in-office programmes. It’s a signal to the market of what’s to come.

Watkins mentions the relative ease of being able to log-in from the comfort of his home and engage with a far greater number of students online than he might do at a physical event. But in his experience, this comes at the expense of “invaluable” face-to-face interaction. Developing a new business connection often takes more effort than simply firing off a LinkedIn request, he says. Meeting in-person helps build trust.

He also has something to say about new starters. “There might be a longer lead time given that they’re adjusting to a new firm under new conditions and will have to get to grips with new systems that they would normally pick up in-person,” explains Watkins. Plus the camaraderie among colleagues can never really be replaced by virtual drinks and Zoom quizzes, can it?

4. Doing your bit for society

Watkins has spotted an interesting theme emerge following last month’s Legal Cheek-ULaw Virtual Vacation Scheme at which he spoke. He asked attendees to rank their top ten priorities when researching different firms. Interestingly, a firm’s adherence to diversity and inclusion came out on top, followed by the opportunity to be involved in pro bono and support others through Corporate Social Responsibility. When Watkins conducted the same survey with another group of students earlier this year, and prior to the lockdown, competitive remuneration (the likes of which you’ll find at City-headquartered outfits) topped the list. In comparison, pay ranked lowest, in tenth position, for the second group surveyed.

In some respects this attitudinal shift is “a reflection of how the world has become a lot kinder in lockdown”, says Watkins. Expectations have changed as students revisit their ambitions and perhaps no longer view City law life through ‘rose-tinted glasses’. The cuts to newly-qualified (NQ) London solicitor pay reported recently in the press perhaps don’t help either.

5. It’s all about ‘employagility’

There’s a high level of uncertainty surrounding the trainee recruitment market. The Solicitors Qualifying Exam (SQE), due to come into force from next year, adds another layer of uncertainty. But opportunities haven’t diminished — they’ve simply changed. Students should be opportunistic and craft their own prospects, Watkins advises.

It might be tricky to take such a rigid stance to your career right now and you might have to reconsider your goal, but the lawyer of the future is agile and able to adapt to new situations and get involved in whatever work is available, he adds. That’s ’employagility’ — a phrase coined by Watkins that has gained traction on social media in recent weeks.

But, on balance, Watkins cautions against “short-termism” and advises students to “forward-plan” no matter how difficult this may be in the current climate. It will help in the long-run, he says, adding that ULaw is on hand to support its students when it comes to setting their career goals.

John Watkins will be speaking alongside City lawyers from Freshfields, Baker McKenzie and Reed Smith at ‘How to become a City lawyer in a post-COVID world’, a virtual student event taking place this week, on Thursday 16 July. You can apply to attend the event, which is free, now.

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80% result

Pinsent Masons has today revealed its autumn retention result.

Of the 71 trainees due to qualify this September, 68 applied for newly-qualified (NQ) solicitor positions at the firm, and 57 have accepted offers. This hands the firm a score of 80%. None of the 57 soon-to-be associates are being retained on fixed-term contracts.

Pinsent Masons has nine offices across the UK, including its City headquarters. The firm’s new recruits in London will start lawyer life on a salary of £72,500, according to our Firms Most List. NQs in the regions receive £44,000, while those in Scotland earn £43,500.

Deborah McCormack, head of early talent at Pinsent Masons, said:

“We are pleased that our retention of early talent continues to be healthy in what is a challenging market for almost every sector. As a firm, we remain committed to the development of junior talent, which underpins our succession plan. At Pinsent Masons we want to ensure that our business is operating at its best for both our clients and our people and are pleased to welcome them in to an environment where they have the opportunity to thrive.”

Pinsent Masons has the largest qualifying cohort out of the firms that have so far published their 2020 autumn retention rates. CMS confirmed it will be keeping 44 out of 61 (72%) final-seat trainees from September, while Clifford Chance, with the third biggest group, announced last week it will retain 36 out of 46 (78%) of qualifying trainees.

Last autumn saw Pinsent Masons post a similar score of 79%, retaining 57 out of 72 qualifying trainees.

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All five rookies stay on

Ropes & Gray has retained all of its autumn qualifying trainees as it confirms it will keep newly-qualified (NQ) solicitor salaries at £130,000.

The US law firm’s London office will retain all five of its trainees due to qualify in September.

Four of the five NQ solicitors will join the firm’s private equity practice, with the remaining rookie qualifying in asset management.

Legal Cheek‘s Firms Most List shows that new Ropes & Gray associates in London start on a minimum salary of £130,000, plus bonus. That’s an uplift of £75,000 on year two pay which currently stands at £55,000. First-year trainees at the firm earn £50,000.

Ropes & Gray’s NQ salary rose 8% in February and the new £130,000 pay packet applied to its March qualifiers, of whom two out of three (66%) were kept on. The six-figure-sum will continue to apply to its September NQs, a spokesperson for the firm confirmed.

Ropes & Gray’s training programme has been running since 2011 and is now made up of 14 trainees. Seven new trainees will join the firm as normal in September, they added.

A number of law firms have announced their autumn trainee retention results in the past month.

So far fellow US firm Sidley Austin is the only other City firm to post a pandemic-proof 100% score, retaining all 11 trainees due to qualify in its London office this autumn. One associate-to-be is on a six-month fixed-term contract.

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Exclusive: Trainee solicitor salaries stay the same

Jones Day has reduced the remuneration of its newly-qualified (NQ) lawyers by £5,000.

Prior to the pay cut, solicitors qualifying in the US firm’s London office received £105,000, according to our Firms Most List. New associates will now earn £100,000.

Trainee solicitor salaries, however, remain unchanged: £52,000 in year one, rising to £59,000 in year two.

Today’s news comes less than 24 hours after we reported that Ropes & Gray will stick with its £130,000 NQ pay package.

Other US firms have decided to hold London NQ pay at their current rates in spite of the economic headwinds brought on by the coronavirus. Last week we reported that Cleary Gottlieb and White & Case will continue to pay their new qualifiers £133,000 and £105,000, respectively.

Jones Day isn’t alone in chipping away at its NQ pay packets. Other City firms — including, most recently, Baker McKenzie, DLA Piper and Bryan Cave Leighton Paisner — have reduced the remuneration of their junior ranks in response to COVID-19. Magic circle firms Clifford Chance, Allen & Overy and Slaughter and May have also trimmed new associate salaries.

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Ahead of his virtual appearance at ‘How to become a City lawyer in a post-COVID world’, Baker McKenzie’s Jonathan Tham highlights the importance of non-legal work experience

Corporate associate Jonathan Tham is facing the busiest summer he’s had since joining Baker McKenzie. The COVID-19 downturn has created a booming market for healthcare, tech and distressed M&A, as key industries continue to thrive and buyers and investors are seeing immense value in high potential struggling companies.

As Jonathan tackles increasing demand for M&A deals, Baker McKenzie is finding new opportunities in the downturn. The firm’s employment team, for example, is “absolutely rammed with work” as healthcare becomes an essential industry and clients need help making sense of furloughing measures, including the government’s recently introduced Coronavirus Job Retention Scheme. Meanwhile, unparalleled attention on the healthcare industry, the rise of remote-working and a ‘new digital normal’ mean that healthcare, intellectual property (IP), data and tech lawyers have their hands full — and this will continue so long as healthcare and technology remain key economic drivers in the post-pandemic world.

This uptick in work has meant Baker McKenzie lawyers have remained busy despite the “difficulty and discomfort” of COVID uncertainty. “Our clients will continue to rely on us in the same way as before. If anything, we need to be better. We need to reassure them that we’re ready for this and we can continue to deliver high-quality services,” says Jonathan.

Helping Jonathan through these more hectic periods are the soft skills he developed before starting his legal career. The transactional lawyer, for example, recalls his years of military service in the Singapore Armed Forces, a mandatory requirement for all male citizens and permanent residents upon turning 18.

“Physically, I was just pushed to my limits,” Jonathan reflects. His resilient mindset now helps him combat the rigorous demands of working at an international law firm. “When you’re working on a matter, you can sometimes find yourself pulling longer hours to meet certain deadlines or to fully grasp the complexity of the issues,” he explains. “The military taught me that if I have to pull a late night here or there, I know I have the focus to do it and function at my best.”

As a lieutenant, Jonathan was sent on foreign training missions where he would rely on his communication and interpersonal skills to strengthen diplomatic ties with representatives from Australia, New Zealand, Thailand and Myanmar. At the end of his two-year conscription, Jonathan voluntarily extended his service to complete his final mission. Here he learnt the dedication that clients expect of their trusted legal advisors.

“On any matter that you deal with, you need to get the client to the end goal. You can’t give up halfway — that’s just not an option. It might mean you have to make certain balances or sacrifices, but the achievement at the end is great.”

Jonathan also compares working in a full-service law firm, for example, with his time working at a music festival. “It takes a big machine for a festival to go ahead,” he explains. Just as an unforgettable experience for festival-goers depends on teamwork between the stage, lighting, catering, marketing and security, full-service law firms rely on collaboration between their different practice areas and international network.

“If I’m working on a deal that is run by the corporate and M&A team, I need to rely on my colleagues from IP, employment and tax, for example, to give me full support so we can provide thorough advice,” he says.

Jonathan found the festival experience to be both challenging and exciting. The same applies to legal practice. “Being a lawyer is glamorous when you complete a deal or win a litigation or arbitration case — but you have to earn it. Remember that you need to enjoy the process of providing legal advice, problem solving and thinking commercially,” he adds.

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Jonathan continued to build on these experiences as he began his training contract with Baker McKenzie in 2017. He learnt more about the firm’s global operations during a four-month placement at its San Francisco and Palo Alto offices, where Jonathan worked with Silicon Valley tech giants, including Facebook, Apple and Google. “I realised how strategic our offices are placed and which area of the market they cover — we need to be where our clients need us,” he says.

Aspiring lawyers also have a busy summer ahead as they prepare for the autumn recruitment cycle. As law firms continue to adopt cost-cutting measures in response to the coronavirus, the competition will be tougher than ever.

But following Jonathan’s approach, applicants can use non-legal work experience to showcase the skills needed by client-serving lawyers. From shelf-stacking in supermarkets to food delivery services — any role involving communication and customer service will put you in good stead. “Don’t discount anything that you’ve done before,” cautions Jonathan.

Prospective applicants who have faced rejection and are unsure whether to battle through another application round should take comfort in the fact that Jonathan became a trainee at the age of 27, meaning he was a relatively late starter. But “age doesn’t matter”, he says. “If you’ve got time to fill, make sure you use that time wisely.” After completing his LLB and LLM at University College London, Jonathan carried on at the university as a graduate teaching assistant and led the school’s ‘Negotiations for Lawyers’ practical skills course. It was an off-beat experience which Jonathan says still helps him to this day, as he supports clients through deals.

Further, candidates that stray from the traditional route to practice may reap the benefits later on. Jonathan concludes:

“If you’ve tried different things and realise law is still for you, you are much better off than those who’ve been working in law all their lives and have doubts about what else is out there.”

Jonathan Tham will be speaking alongside lawyers from Freshfields and Reed Smith, as well as an employability expert from ULaw, at ‘How to become a City lawyer in a post-COVID world’, a virtual student event taking place tomorrow, on Thursday 16 July. The event is fully booked but you can apply to be added to the waiting list.

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Two on fixed-term contracts

Addleshaw Goddard is the latest law firm to reveal its autumn 2020 retention rate.

Of the 37 final-seat trainees due to qualify in September, the firm is keeping 33 in newly qualified (NQ) roles, including two on fixed-term contracts. This hands Addleshaw Goddard a score of 89%, or 84%, depending on how you interpret the figures.

Ten trainees will join the firm’s litigation team upon qualification, nine are corporate and commercial bound, eight will enter finance and projects, with five joining its real estate department. The remaining rookie will join the firm’s innovation and legal technology team.

They will be based across the firm’s network of offices. Ten NQs will be based in its London headquarters, nine in Leeds, seven in Manchester, five in Edinburgh, one in Dubai and one in Oman.

Legal Cheek‘s Firms Most List shows that new associates can expect to earn £75,000 in London. NQs are remunerated £45,000 in Leeds and Manchester, and £42,000 in Scotland.

John Joyce, managing partner at Addleshaw Goddard, said: “Our graduate recruitment team has worked incredibly hard in recent months to ensure that, during what has been a difficult time for the legal industry as a whole, we continue to support the next generation of legal talent, something which is evident in these great retention figures.”

He continued:

“All 33 trainees have displayed incredible talent and a quality of work that fits with the high standards we set for our clients, so I am very excited to welcome them into their new roles, in which I have no doubt they will continue to thrive and bring enormous value to the firm and its clients.”

A number of law firms have announced their autumn trainee retention results in the past month.

Earlier this year Addleshaw Goddard posted a perfect spring score of 100%, retaining all 11 trainees.

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London move is part of long-term growth plans beyond COVID-19

Baker McKenzie is moving its London operations to a more City-central office.

The international firm — which offers 33 training contracts annually — has confirmed it will occupy around 150,000 sq ft of office space in 280 Bishopsgate, Spitalfields, from late 2023. The building is the former London headquarters of Royal Bank of Scotland (RBS), who moved out in 2019.

The swanky new digs, based in the heart of London, are currently undergoing a complete refurb to make them more modern, eco-friendly and sustainable. Found in the building’s upper floors, the new offices will also provide Baker’s workers access to a green space, roof and on-floor terraces.

The global law firm will be leaving its current office in 100 New Bridge Street, which houses over 1,000 people.

“This is a hugely exciting move for us,” said Alex Chadwick, Baker McKenzie’s London managing partner. According to the firm, the relocation aligns with its long-term plans of expanding its presence in London. Chadwick explained:

“Moving into the heart of the City of London represents our long-term commitment beyond COVID-19 to retaining an office base in what is an incredibly important financial centre to the firm. It is clear evidence that, despite the current situation, expanding our presence in London remains a key strategic growth priority for us in the future.”

Providing suitable space for lawyers to collaborate, embrace new technologies, and meet and interact with clients “feels more important now than ever before” in light of the ongoing pandemic, Chadwick added.

Meanwhile other law firms have decided to ditch offices altogether as they embrace remote-working following the lockdown. Earlier this week, the largest law firm in the world by lawyer headcount announced it was shuttering two of its UK regional offices, with all of its staff to work from home permanently.

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Effect of COVID-19 shows up in Linklaters and Allen & Overy figures

Magic circle firms Linklaters and Allen & Overy have reported broadly flat financial results with some fall in profitability.

Linklaters confirmed £1.639 billion in revenue, a small 0.7% increase from last year. However, the firm’s profits fell by 3.3% to £726.9 million, while profit per equity partner dropped by 5.1% to a (still massive) £1.61 million.

Meanwhile, Allen & Overy’s revenue grew by 4% to £1.69 billion. But the firm’s profit is down 2.5% to £690 million, and profit per equity partner shrunken by 1.7% to £1.63 million.

So, relative to most law firms, big earnings and high profitability, but disappointing levels of growth — which has been the story with magic circle firms for a number of years now.

Linklaters and Allen & Overy, who are both headquartered in London, have suggested that they were doing well until COVID-19 uncertainty impacted the last two months of the financial year ending 5 April 2020.

Commenting on the financial results, Linklaters’ managing partner Gideon Moore, said:

“Covid-19 came at the tail end of what was a strong year for us at Linklaters. Notwithstanding the change in circumstances arising as a result of Covid-19, we have been able to continue to support our people and our clients. Our long-term strategy remains unchanged: investing in our globally diverse talent base and growing our practices sustainably to best serve our clients.”

Meanwhile, Allen & Overy’s global managing partner, Gareth Price, said:

“These are strong results, with revenue growth in all our global practices, proving the success of the broad-based strategy we have followed over the last decade

“Our growth is due to the hard work of all our people and I would like to thank everyone for their dedication in the last twelve months. These results, combined with the measures we have taken in response to the pandemic, put us in a strong position to continue to support our clients as they navigate the more difficult market conditions ahead.”

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