Apprenticeships

How the solicitor apprenticeship works

The solicitor apprenticeship brings together government funding support and the flexibility introduced by the SQE and QWE within the framework of apprenticeships. It creates a range of new options for employers and prospective solicitors. Apprenticeships also help level the playing field for employers who might otherwise struggle to attract, retain, and develop their future talent.

For example, employers with existing paralegals who have the potential to become solicitors can use the solicitor apprenticeship. Enabling those individuals to complete the academic and vocational stages of training for future solicitors over a period of two to three years.

Employers can create an apprenticeship pathway to qualification that allows them to recruit talent for whom university costs are prohibitive or who’d prefer a vocational route. This can be done using the solicitor apprenticeship in two ways:

As a standalone six-year programme - usually incorporating a law degree
As a staged approach - which allows the possibility of stepping off points

The solicitor apprenticeship is set at level seven, which is the same level as a master's degree. Whilst the solicitor standard aligns with the SRA's day one competency requirements for solicitors, there is no requirement for solicitor apprentices to have a degree as the apprenticeship itself fulfils the SRA's requirement that solicitors qualifying through the SQE route must have "a degree or an equivalent level six qualification".

To offer a solicitor apprenticeship, the work undertaken by the apprentice must qualify as QWE, but in practice, this should be straightforward for most in-house legal departments.

Lewis is a paralegal with Pennon Group and is undertaking a three-year solicitor apprenticeship:

"The new solicitor apprenticeship route to qualification is a perfect fit for me. Training as a solicitor has been my goal since school; I was inspired by a scheme I took part in run by the Social Mobility Business Partnership. Having graduated with a degree in English Literature from the University of Bristol, continuing my studies via the GDL was the only way forward for me, until the pandemic hit.

Adapting to learning remotely came as a huge challenge and one that pushed me into the world of work, rather than remaining in education. The ability to qualify over the course of three years, while gaining experience through my role as a paralegal, allows me to build on valuable foundations. It is only possible through the new apprenticeship route; an opportunity that I didn't think I would secure as a non-law graduate!"

Potential structures

Different delivery models are available with duration, mode of delivery, and cost tailored to meet the needs of candidates and employers. For instance, where apprentices have relevant prior learning, the duration and cost of the programme is reduced. All these models use the same solicitor apprenticeship standard.

Some examples of current models include:

Graduate entry solicitor apprenticeship - for apprentices with a law degree, GDL or similar qualification. The duration varies, but most are two to three years.
Three-year solicitor apprenticeship - for apprentices with non-law degrees, some prior legal qualifications and/or who are already working as paralegals.
Five to seven-year solicitor apprenticeship pathway (with no embedded law degree) - allows for a five-year pathway that consists of a two-year paralegal apprenticeship followed by a three-year solicitor apprenticeship. Some apprentices start with a business administrator apprenticeship (approx. 18 months).
Six-year solicitor apprenticeship - designed for apprentices with no prior legal qualifications or experience. Includes (over the first four years) a law degree, with the final two years of the apprenticeship focused on SQE preparation.
Six-year solicitor apprenticeship pathway (with an embedded law degree) - begins with the two-year paralegal apprenticeship, during which apprentices start their degree programme. Apprentices then progress to a four-year solicitor apprenticeship, during which they complete their degree and prepare for the SQE.

“My top advice would be to understand the SQE and pressures of working and studying at the same time as it can be a lot. Having different amounts of leave leading up to exams might help them, and is something that should be thought about in advance to support their wellbeing as well as their training!”

Fiona Anthony, Solicitor and Practice and Professional Development Manager, nplaw

The apprenticeship is a cost-effective replacement for the traditional routes to qualification. This is particularly valuable for employers who are unable to sponsor candidates through the SQE, and for candidates for whom course fees are a deterrent.

Funding for apprenticeships

Funding for apprenticeship training and assessment is paid for either by the apprenticeship levy for larger employers, or by the DfE for employers that do not pay the apprenticeship levy (smaller employers usually have to make a 5% contribution).

However, wages are the employer’s responsibility. The other main additional cost to the employer is study time (roughly one day per week). This can be mitigated through good planning and by choosing a provider or delivery model that best suits the needs of the organisation.

Click image to enlarge

Interview with Fiona Anthony at nplaw, which took on its first apprentice in 2022:

What do you wish you had known before you took on your first apprentice?

“Doing some thinking ahead of time to make sure policies are in place for when your apprentice starts can be really helpful. For example, establishing how much study leave the apprentice should get, and being aware that whatever you decide for your first apprentice may set a precedent for the apprentices that come after them. Another thing to look at is deciding what status your apprentice should have in terms of employment after completing the SQE, what terms will they be retained on if you do have space for an NQ and how do you communicate that.”

How much work is it to have an apprentice?

“It took a lot of work to launch it at the start! We had 12 weekly meetings with a skills coach for apprenticeships, as well as monthly meetings with our apprentices to check on their portfolio, studies and wellbeing. It is important for them to have the touchpoint within the business as well as someone else who can advocate for them.”

What kind of structure have you given your apprentices?

“We decided to do seat rotations like a traditional training contract to help give them a rounded experience, and over time became more aware of what we needed to do within the training environment for them.”

Considerations for in-house legal teams

Do you want to stay close to the old route to qualification but in a more cost-efficient way?

The graduate entry solicitor apprenticeship option is the closest to the LPC and training contract route. If, at the same time, you want to create an apprenticeship route that includes a law degree (and attract candidates who may have been considering a traditional law degree), you could complement this with options four or five.

Do you want your scheme to be open to existing paralegals from different backgrounds who have the potential to become solicitors?

You might consider a provider that offers options one to three. Remember that you may have candidates who are ineligible for an apprenticeship and may need or want to follow a standalone SQE preparation course. It's important to confirm whether your provider can offer or facilitate this.

Do you want to maximise flexibility, create opportunities for the widest possible range of candidates and allow stepping-on and off points?

In this case you might consider a provider that offers option three (which also allows option two) and, ideally, option one. These routes do not embed a law degree, although law or GDL graduates can access option one. This model allows an employer to recruit post-16, post-18 and create routes to qualification for current paralegals and law or non-law graduates.

Do you have the backing of your senior leadership team?

Introducing apprenticeships has potential impacts and benefits across an organisation. Securing senior backing for your programme, even a pilot, is vital.