The post Life as a lawyer driving the world’s most cutting-edge energy projects appeared first on Legal Cheek.
]]>Phoebe Makin shares her journey from government legal trainee to Ashurst projects associate and explains why aspiring lawyers should grasp every opportunity that comes their way
Ahead of this afternoon’s virtual student event with Ashurst, we caught up with Ashurst projects associate Phoebe Makin, who shares how she switched from a science degree to a legal career, and now works on cutting-edge energy transition deals at the firm.
Makin’s path into law was far from conventional. Instead of following the typical route of a law degree and training contract, she began by studying human biology at university — a subject she quickly realised she had little passion for. “I found studying to be a bit of a slog… I just didn’t engage with the subject matter well at all,” she recalls of her undergraduate days, which ended with a 2:2 degree — a result she feared “put me in a difficult position if I ever wanted to move into law.”
When choosing her IB subjects, Makin had debated between law and medicine but ultimately followed her strength in science. Looking back, she acknowledges it “wasn’t the best decision,” yet her journey shows that early choices need not be final. “Just because you make a decision at the point of choosing your A-levels or IB, it doesn’t mean that you have to stick with it to the end,” she reflects.
After graduating, she worked in a series of legal-related roles, including at what is now the Legal Aid Agency, where she first encountered formal legal documentation. “Having that opportunity really spurred my interest in law,” she recalls. A later role at the Office of the Public Guardian’s call centre gave her a taste of client interaction. While not “legal advice” as such, it involved “guiding customers through the LPA application and informing them on the deputyship process in the court of protection” and helped cement her determination to pursue a legal career. This led her to enrol on the Graduate Diploma in Law (GDL), formally pivoting towards a career in law.
Makin later joined the Inns of Court College of Advocacy (formerly the Advocacy Training Council), where she coordinated advocacy training events for barristers and judges. It was, she recalls, “a really great opportunity” that allowed her to work closely with “senior judges and barristers.” Crucially, the director there encouraged her not to delay and to take the next step towards law if that was her goal. Makin listened: she enrolled on the Legal Practice Course (LPC) and applied for a training contract with the Government Legal Department (GLD), which she secured.
At the GLD, she became part of the first trainee cohort in the Commercial Law Group. The programme offered a secondment to one of the government’s panel law firms, and Makin spent one of her trainee seats at Ashurst. Working in Ashurst’s projects team gave her a taste of high-end private practice after experiencing only the public sector side of law. It was an eye-opener. “On qualification I decided it was important for me to go into private practice and that’s what led me to applying for and taking up a role in Ashurst’s projects department,” she explains. Joining Ashurst as a newly qualified projects solicitor allowed her to hone her skills and gain a deeper understanding of the commercial drivers for both public and private sector clients.
Makin admits she did not initially picture herself at a City law firm and even held some preconceptions about City life. On the one hand, she feared “the expectations would be too high” as a trainee. On the other, she worried she might be “stuck doing the grunt work without an opportunity to stretch myself.” Her experience at Ashurst turned those assumptions on their head. “When I came to Ashurst, I had the perfect balance of being given responsibility whilst having sufficient supervision,” she says. The firm trusted her with “really fairly complex” tasks that stretched her drafting and problem-solving skills, while at the same time offering recognition and support. “The team gave a lot of recognition that certain assignments were above the usual trainee level, but they encouraged me to give it a go with no fear.” That combination of responsibility and guidance reflected the projects team’s culture. “Everyone is friendly, and always happy to give up their time to give you guidance and to support you in your development,” she adds. The positive experience made her decision to return to the department on qualification an easy one.
Now an associate in Ashurst’s projects and energy transition team, Makin spends her days on major infrastructure and renewable energy deals. But what does “projects law” actually involve? At its core, it means helping clients deliver large-scale projects — in sectors such as transport, infrastructure, and energy — by putting in place all the contractual and financial arrangements needed to bring them to life.
“We work on all forms of projects,” she explains, from traditional infrastructure builds to cutting-edge renewables. For new developments, the team drafts construction contracts and everything needed to get the project “built and up and running.” Makin focuses on financing, whether that involves raising funds for a new wind farm, managing the acquisition of an existing project, or refinancing. Projects lawyers, she says, navigate all types of funding — “equity money coming in from shareholders and sponsors” as well as loans from “third-party” lenders such as banks or government bodies. In practice, this means guiding a project through its entire life cycle, from early construction through to financial close and beyond. “It’s just that full breadth of the life cycle of a project that we deal with,” she sums up.
One of the fastest-growing areas of Ashurst’s projects practice is energy transition, and Makin has already built up significant experience in the field. “One of the largest projects I’ve worked on is probably Moray East, the big wind farm off the coast of Scotland,” she says. The project involved a “hugely complicated contractual arrangement” covering both offshore and onshore components. Its financing structure had to account for “the complicated structure of the assets themselves,” making it both challenging and rewarding to be involved in. More recently, she has worked on energy-from-waste schemes, another key part of the shift towards cleaner energy. “Probably the ones I’ve led on more recently have been energy from waste,” she notes – an area where Ashurst has been particularly active.
The team is also advising on a wide variety of other low-carbon initiatives. “There’s quite a lot of other projects being worked on in the department, like battery storage, nuclear work and carbon capture, of course,” Makin tells us. Carbon capture and storage is “a big area” as governments and companies race to cut emissions. Her enthusiasm is clear as she lists the different sectors, reflecting the varied and forward-looking nature of projects law.
For aspiring lawyers, Makin stresses the importance of curiosity. Energy transition is evolving rapidly, and “it’s more crucial than ever to stay curious and up to date.” Her advice: “Keep abreast of all the developments because it’s such a nascent field in some respects.” Students who show they understand emerging technologies will stand out. “If students are able to speak to those and have done a little bit of research, that would be very impressive,” she suggests. Even a basic awareness of advances in battery storage, carbon capture, or nuclear energy can make a difference.
Before wrapping up, Makin reflects on the advice she would give to her younger self. It boils down to being proactive and open-minded. “Grasp every opportunity that’s given to you,” she urges. “If you go on a vacation scheme and somebody says, ‘oh let me know if you want to chat about X, Y, Z,’ take them up on that opportunity.” She cautions against tunnel vision, noting that even if you have a preferred practice area, every seat has value. “You might learn something that applies to the department that you’re most interested in. Or you might find there’s something much more interesting in the department that you’re in that you perhaps hadn’t accounted for.”
Above all, she believes in finding motivation within the work itself. “There is always something that you can find interesting in the work that you’re doing,” she says. “And that’s what’s going to keep driving your development as you move through your career.”
Phoebe Makin will be speaking at ‘Powering change: Exploring energy transition projects — with Ashurst’, a virtual student event taking place THIS AFTERNOON, Wednesday 10 September. Apply now.
The post Life as a lawyer driving the world’s most cutting-edge energy projects appeared first on Legal Cheek.
]]>The post First wave of City firms report robust revenue growth appeared first on Legal Cheek.
]]>Profit wavered for some
Five firms have unveiled their financial results, revealing generally positive figures for 2024-25 — although some reported a decline in partner profits.
Leading the charge is Ashurst, which has seen its revenue surpass the £1 billion mark — a milestone described by Global CEO Paul Jenkins and Global Chair Karen Davies as a “first in our 200+ year history”.
This achievement follows nine consecutive years of revenue growth, with an 8% increase on last year, matching the firm’s average annual growth rate. Profit per equity partner (PEP) has also remained strong, in line with the average 10% growth rate over the past decade, and is reported this year at just under £1.4 million.
Taylor Wessing, meanwhile, hit a global revenue of €619 million (£537 million) — an increase over 10% on last year — whilst UK PEP soared past £1 million. Zoning in on UK stats, Taylor Wessing has reported 80% growth since 2020, with revenue up 15% to almost £284 million and profit up over 12% to £103 million.
UK managing partner and global co-chair Shane Gleghorn said:
“We are delighted to see strong growth across our business, as the strategy that we implemented is proving effective. Our ongoing focus on premium, high-profile transactions, complex disputes and critical regulatory work in our core sectors is paying dividends.”
HFW posted a record year, with revenue rising 8% to £270 million. However, this was accompanied by a 3% drop in profit per equity partner (PEP), which fell from £855k to £828k — though revenue per lawyer rose by 12% to £465k.
Bird & Bird saw its revenues climb by some 6% to €673 million (£584 million) in its 33rd consecutive year of growth, with net profit rising by 3%. The firm’s PEP also saw a dip, dropping 1% to €831k (£721,000) after last year’s 8% increase which had brought it to €837k (£704,300).
Meanwhile, listed law firm Gateley has reported a revenue rise by some 4% to £180 million. This comes with a rise in underlying profit before tax by 1.2% to £23.3 million — however, when that stat is adjusted for outgoings, the firm saw profit fall by almost 55% to £6.4 million. The firm chalks up decreases in cashflow to a return in bonus payouts over 2024 and a net debt of £6.6 million to cash being used for “equity recirculation” and expansion.
Gateley CEO Rod Waldie said the results represent “another year of revenue and underlying profit growth for Gateley, set against an unpredictable economic backdrop for much of the year. We are particularly pleased that this growth was driven by the combination of positive returns on our recent investments with an increase in activity levels and active management of cost inflation.”
The post First wave of City firms report robust revenue growth appeared first on Legal Cheek.
]]>The post Exclusive: Ashurst hikes NQ solicitor pay to £140k appeared first on Legal Cheek.
]]>Extra cash for trainees too
Ashurst has become the latest City player to increase the salaries of its newly qualified associates with rates moving from £125,000 to £140,000. The is equates to an extra £15,000 or 12%.
The move brings the firm’s NQs level with their counterparts at Baker McKenzie, Hogan Lovells and Macfarlanes, and ahead of those at Herbert Smith Freehills Kramer (£135,000).
Trainee pay has increased to £57,000 in the first year and £62,000 in the second year, up from the previous rates of £52,000 and £57,000 respectively.
The Legal Cheek Firms Most List shows Ashurst recruits around 40 trainees each year.
News of the pay hike came hot on the heels of DLA Piper’s announcement that it had raised NQ salaries by 18% to £130,000.
The post Exclusive: Ashurst hikes NQ solicitor pay to £140k appeared first on Legal Cheek.
]]>The post Former City law firm senior partner defends BigLaw’s Trump deals appeared first on Legal Cheek.
]]>Law firms can’t be expected to sacrifice themselves in an unwinnable fight, says former Ashurst boss Charlie Geffen
The former senior partner of leading City law firm has come out in support of the BigLaw outfits who have struck deals with Donald Trump in order to avoid executive orders.
Charlie Geffen, who led Ashurst from 2009 to 2013, argues that firms like Paul Weiss and Skadden play a critical role in facilitating commercial activity. Given that their business models more closely resemble those of investment banks than some of their competitors, he believes it is “entirely right” for them to prioritise their own interests — “uncomfortable as it may be”.
Paul Weiss and Skadden have each struck deals to provide $40 million and $100 million, respectively, in pro bono support for causes aligned with their interests and those of the Trump administration — a move that has helped them avoid executive orders. Other firms to have struck deals are Willkie and Milbank.
In his letter to the Financial Times (£), Geffen argues that no one can reasonably expect firms “to sacrifice their existence in an unwinnable fight with the administration.” He adds that it’s important to remember their “outstanding history” of giving back through pro bono programmes, with partners often serving in government “of either colour”.
Geffen, who spent nearly four years at US firm Gibson Dunn after leaving Ashurst, goes on to say that many other firms — whose business models put them in a stronger position to take on Trump — can do so “without risking their firm’s existence”.
“So we should be highly confident both that the firms that can will do so and that many partners in Big Law will find ways in their personal capacity to support them,” Geffen writes. “The US legal profession has a proud history of defending the rule of law. It will take a little time as the legal process will not be as rushed and dramatic as the daily announcements from the White House. But there is no doubt at all that the right outcome will prevail.”
The post Former City law firm senior partner defends BigLaw’s Trump deals appeared first on Legal Cheek.
]]>The post Women leaders in law: Inspiring advice for the next generation of lawyers appeared first on Legal Cheek.
]]>Legal Cheek asks those at the top of the profession for their words of advice ahead of tomorrow’s International Women’s Day
As women across the legal profession come together to celebrate International Women’s Day this weekend, Legal Cheek has gathered advice from some of the most influential women in law — spanning both City law firms and the bar.
While women now make up 53% of lawyers in law firms, they remain underrepresented at senior levels, holding only 32% of full-equity partner positions. In the judiciary, women constitute 38% of all court judges as of April 2024, reflecting a 14 percentage point increase since 2014.
From securing pupillage or a training contract to making partner or taking silk, the path to the top comes with its challenges. So, we asked those who have made it: If you could give one message to the next generation of women in law, what would it be?
Here’s what they had to say:
Chinwe Odimba-Chapman, London managing partner at Clifford Chance
“I would say, embrace your journey with confidence and resilience. In my early days starting out as a trainee I remember wondering whether I would fit in. A defining moment for me as a trainee was receiving feedback that I came across as shy. As you can imagine, this is not a word many people associate with me now!
I found that working hard and being determined was only part of the key ingredients to success, I also needed to build strong one-to-one relationship with colleagues and clients.
My background was different from many of my peers which meant I brought a unique perspective and different way of thinking that became my superpower. So don’t be afraid to be authentic, to bring ideas — and be open to trying and learning new things. Think of your career as a journey rather than plan — keep moving forwards and grabbing opportunities, and one day, you too will inspire others with your story.”
Aedamar Comiskey, senior partner and chair at Linklaters
“Believe in your abilities and embrace your different skills and insights. Give things your best shot. Break stereotypes. Smash ceilings. What’s the worst that can happen? If you give it a go and it doesn’t work out, you’re no worse off than if you hadn’t tried at all. Don’t worry about what other people think. You can’t control that. What you can control is your own attitude and effort. Believe in yourself, then others will believe in you too.”
Farmida Bi CBE, chair of Europe, Middle East and Asia at Norton Rose Fulbright
“The one piece of advice I would give to the next generation of women in law is not to choose a specific career path too early based on assumptions about what they think they may want in the future, such as a role where they can more easily balance a family with a fulfilling career. The reality is that firms are changing and more open than ever before to accommodating the needs of their people. So, a role that may previously have seemed unsuitable could now be — or could soon become — very feasible. Please wait and make decisions at the relevant time which may offer more options than may seem apparent in advance.”
Karen Davies, global chair at Ashurst
“The barriers for women in the legal industry are slowly coming down, as they rightly should. My advice for the next generation would be to keep looking out for those who come behind you. Finding a sponsor who truly cares about your career progression can be a game-changer — the people who take real responsibility and will leverage their experience and influence to help you further progress. So when women come to you for advice, mentorship or a helping hand, share your knowledge and experiences generously. This has been a big part of my career journey so far and how I got to the position of chair at a global law firm. It’s likely a cornerstone for the success of many other female leaders too. There have been so many brilliant women who have stood beside me and supported me in my career, and there will be many who do the same for you. Please seek out this support and sponsorship in your career, but also be that support for your peers.
My second message (and a crucial piece of advice!) is something I always tell my female colleagues: become comfortable with the word ‘no’. Women often take on extra responsibilities and while these additional things can benefit you and your career, it doesn’t mean you should say ‘yes’ to everything. It takes some getting used to, but ‘no’ can serve you just as well as ‘yes’.”
Annabel Gillham, co-office managing partner for London at Morrison Foerster
“Get to know what really drives you, what you really enjoy and try to shape your practice and career path around that, rather than being led too much by what you think you “should” be doing or comparing yourself to others. It’s great to have a role model, but perhaps it’s even better to have several. That way you can select different attributes and behaviours that chime with you and from which you can draw energy and enthusiasm.
Also, feel assured that there are plenty of women leaders in law who will happily make it their mission to mentor you. Just ask them!”
Georgia Dawson, senior partner at Freshfields
“We are fortunate to stand on the shoulders of incredible women who forged a path towards greater equality in the profession. Our duty now is to keep pushing for progress because the job isn’t done yet.”
Barbara Mills KC, Bar Council chair
“Three things have made a real difference to me over the years: always be prepared when pursuing your goals, surround yourself with a supportive network who can both guide you and understand you, and look after your own wellbeing. Treat wellbeing as a core skill which you incorporate into your everyday and not only as a way to manage a crisis.”
Emily Monastiriotis, incoming managing partner at Simmons & Simmons
“Be ambitious and resilient, but above all, be yourself. Your unique strengths and perspectives are your greatest assets.
Set career goals, have personal ambitions and don’t be afraid to challenge — but don’t discount the value of collaboration. Ensure that you’re supported — and that you support others in turn, this is absolutely key to success.
Firms like the one I am at have made great progress in representation at all levels — but there is still a long way to go. The legal profession is evolving — it’s an exciting time, embrace it. Your voice will be crucial in shaping its future.”
The post Women leaders in law: Inspiring advice for the next generation of lawyers appeared first on Legal Cheek.
]]>The post Former Ashurst IT worker caught selling firm laptops appeared first on Legal Cheek.
]]>Barred from legal profession
A former IT worker at Ashurst has been barred from working in the legal profession after selling two of the firm’s laptops.
Irfan Malik, who was an IT service desk analyst at Ashurst’s London office at the time, took two laptops from the firm’s IT storeroom in October 2023 “without its knowledge or consent” and sold them to a local business owner for £500, according to the Solicitors Regulation Authority (SRA).
Malik attended a meeting with the firm in March of this year after it discovered the two laptops were missing and that one had been connected to the same Wi-Fi network he used on his work computer. The IT worker claimed to know nothing about the whereabouts of the missing laptops and was unable to explain why they had been traced to the address of a local business.
The SRA’s report states that Malik attended another meeting with the firm a little over a week later, during which he admitted the laptops were at his house after he paid the local business owner £500 to get them back. He informed the firm that the business owner had bought both devices from someone on the marketplace website Gumtree, but couldn’t explain why one of them had previously been connected to his home Wi-Fi.
At a follow-up meeting the next day, Malik eventually admitted to taking the laptops before selling them. He also confessed to logging onto at least one of the laptops from his home address, contradicting his earlier denials.
The SRA said that, due to Malik’s “dishonest” conduct, it would be undesirable for him to be involved in a legal practice. He was issued a Section 43 order, which prohibits him from working for any regulated law firm without the SRA’s approval.
An Ashurst spokesperson told Legal Cheek: “We have robust processes in place to ensure the integrity of our equipment. Having become aware of the matter, the firm immediately took the appropriate steps to both investigate and report the incident.”
The post Former Ashurst IT worker caught selling firm laptops appeared first on Legal Cheek.
]]>The post Why intellectual property law is the ideal path for science-minded aspiring lawyers appeared first on Legal Cheek.
]]>Aaron Cole, senior associate at Ashurst, reflects on his move from New Zealand, life as an IP lawyer in the digital age and exploring ‘cute’ English towns
“I originally started studying biomedicine”, says Aaron Cole, a senior associate specialising in intellectual property (IP) at Ashurst. Born in New Zealand, Cole switched to pharmacology while also pursuing law on the side. “In New Zealand, you can take two degrees at the same time, so there was some self-inflicted trauma with choosing to study both!” he jokes. “But ultimately, when I graduated, I decided to start my career at an intellectual property firm, combining my passion for both science and law.”
After relocating to the UK, Cole worked at a Magic Circle firm before transitioning to Ashurst, a firm with strong ties to Australia following its 2012 merger with Aussie outfit Blake Dawson. “I made the jump over to the UK at the end of 2021, working in the commercial IP practice at Linklaters for a couple of years. But, when the opportunity came to join Ashurst’s IP team, where there is a strong focus on growth, I was really excited to be a part of that,” he explains. “I’ve found myself in a diverse practice that covers a wide range of work. We handle a significant amount of corporate and commercial matters, where we are working on complex M&A deals and IP heavy licensing and joint venture projects, but we also have an advisory branch focused on trade mark filing and strategy. Additionally, our disputes practice is expanding, particularly in trade mark and copyright cases,” he tells me.
So why IP? “I’ve always been very sciences orientated,” Cole replies. “My subjects at high school were chemistry, biology, physics and sports sciences, and then I studied pharmacology at university. However, a flatmate of mine at uni was studying law and I thought, ‘I could definitely do this!’” he explains. “While at uni, trying to figure out how to reconcile these two interests was quite challenging until I came across IP.” Now part of a legal team at Ashurst that’s filled with scientists, he seems to have found the ideal balance between his interests. “The partner I work for has trained as a doctor, and another senior associate in my team has a chemistry and biomolecular background. So together, we have a really strong interest and background in life sciences,” says Cole, “although that’s not necessarily a requirement for a career in IP”.
Moving the conversation on, I ask Cole what opportunities there are for him in the UK in comparison to Australasia. “You might have noticed that there are quite a few Kiwi and Aussie lawyers practicing in the UK!” he says laughing. “And it seems like a bit of a rite of passage, to be honest! There are a few reasons why we come over,” he says. “Firstly, the size of the market in the UK, and especially London, means that you get exposure to work that you would never get your hands on at home,” Cole explains. But it’s not just the work that’s attractive. “On a more personal level, a huge draw is the access to Europe. If you want to see continental Europe or travel around the UK, you’re committing to a 24-hour flight from NZ! So naturally, being able to explore so many cultures so close to the UK is a big attraction.” Recently, he continues, “I’ve been travelling a lot within the UK, and I’m starting to discover how cute the little towns are here!”
Between tackling legal work and exploring the UK, Cole is also about to start studying for a masters’ degree in IP at Oxford University. “I have a genuine interest in IP, and I’m looking forward to doing work that’s a bit more academic,” he says. “A master’s degree will allow me the space to think more theoretically. With the rapid advancements in generative AI models, there are fascinating developments in IP, and I enjoy diving deep into these issues,” Cole explains. “At this point, I feel that the law is struggling to keep pace with the rapid changes we’re witnessing. Common law is meant to evolve alongside society, but with the speed of technological advancements, there are growing concerns about whether the law is sufficient in this context.”
Cole goes on to explain how IP practices will benefit from this ‘swirling’ uncertainty. “There’s a huge opportunity for young lawyers to be at the forefront of building the use of AI internally within firms. They’ll be the ‘young guns’ who’ll be able to show the ‘old boys’ how to work more efficiently in the new digital age,” Cole predicts. But in wider terms, there’s going to be a lot of change in the legal frameworks surrounding AI. “This means that lawyers working in the practice will need to become flexible and agile. They’ll need to respond to the needs of their clients with an informed eye, and naturally, law firms will also want to be at the forefront of offering this advice,” Cole explains. “Ashurst is really spearheading this approach in terms of its emphasis on innovation throughout its legal practices.”
“Being able to go away and think about these complex legal issues facing the future of IP law in an academic environment allows me to bring this knowledge to the IP practice at Ashurst,” says Cole. “When clients come to us for advice on novel issues, we’ll already have the knowledge to be able to tackle upcoming changes.”
Bringing the interview to a close, I ask Cole what he wishes he’d been told at the start of his career. “Take advantage of all the resources that you have available to you; I include people in that,” he shares. “Coming in as a trainee, invest into relationships with the associates and partners in your teams. It means a lot to understand their stories, and why they came into the law. You can learn so much by just investing in these relationships on a deeper level,” Cole divulges. “People are so happy to answer these questions, so don’t be afraid of breaking down those walls.”
Meet Ashurst at ‘Outpacing change — With Ashurst’, a virtual event taking place on Thursday 12 September. Apply now to attend
About Legal Cheek Careers posts.
The post Why intellectual property law is the ideal path for science-minded aspiring lawyers appeared first on Legal Cheek.
]]>The post Partner profits rise at Ashurst and Clydes as more firms release financials appeared first on Legal Cheek.
]]>Hill Dickinson and CRS post strong numbers too
The trend of law firms posting positive financial results continues, as both Ashurst and Clyde & Co report an increase in partner profits.
Revenue at Ashurst climbed 9% to £961 million in the financial year 2023-24, marking its eighth consecutive year of growth. Profits per equity partner (PEP) increased by a robust 14% to £1.33 million, surpassing the previous record of £1.17 million.
The Silver Circe player reported strong performance across all regions, with the UK, US and Middle East achieving double-digit revenue growth of 13%, 18%, and 17%, respectively.
“These results reflect the focus and commitment of our people, the trust of our clients and the successful execution of our 2027 Strategy,” Ashurst global CEO Paul Jenkins said. “We are centred on our priority industries, practice areas and markets, combined with the delivery of integrated solutions that bring together teams across legal and consulting services with our NewLaw capability.”
“This is a trajectory that really works for our business and is bearing fruit for our clients,” Jenkins continued. “Pleasingly, we are budgeting to have our first year of revenue above £1 billion in our financial year ending 30 April 2025.”
Meanwhile, UK headquartered Clydes also recorded positive numbers, with revenue climbing 10% to £845 million, marking its 26th consecutive year of growth. Profits at the firm increased by 3% to £174.4 million, while PEP rose by a little over 4% to £739,000, up from £708,000 the previous year.
This marks the firm’s second set of financial results since swallowing up insurance law specialist BLM, in a move which added some 600 lawyers to its ranks.
“Our growth this year was driven in large part by our underlying business, which benefited from strong client demand for our services across our disciplines and geographies,” commented Matthew Kelsall, Clydes’ CEO. “In the past year we have continued to invest in modernisation and made several strategic hires in energy, renewables, regulatory, finance and commercial disputes, a trend that will continue as we seek to maintain a balance across our sectors and practices.”
Elsewhere, Hill Dickinson, a global law firm based in Liverpool, saw its revenues increase by 9%, reaching £141.3 million from £129.6 million. Net profits exceeded £50 million, pending an audit.
The shipping law specialist didn’t provide a PEP figure.
The firm reported that its three main practice areas — business services, healthcare and marine — met their targets last year, with business services emerging as the largest division, generating nearly £70 million in revenue.
Finally, Charles Russell Speechlys (CRS) reported a 13% increase in firmwide revenue, reaching £218.3 million. Of this total, £174.4 million was generated in the UK, representing a 12% increase from the previous year.
UK PEP increased significantly by 27%, rising from £521,000 to £661,000. Meanwhile, the firmwide net profit saw an impressive 20.5% jump, reaching £45.9 million.
Managing partner Simon Ridpath said: “Performance and growth outside of the UK also remained strong, with a total international revenue growth of 15%. There were notable contributions from our European offices in Luxembourg, Paris and Switzerland, as well as 30 per cent revenue growth in Asia following numerous lateral hires and the launch of our Singapore office in July last year.”
The post Partner profits rise at Ashurst and Clydes as more firms release financials appeared first on Legal Cheek.
]]>The post Reed Smith and Ashurst push NQ solicitor pay to £125K appeared first on Legal Cheek.
]]>City salary rises continue
Reed Smith and Ashurst have raised the salaries for their newly qualified (NQ) lawyers to £125,000 as City firms continue to splash the cash to attract and retain top talent.
This represents a 16% increase for Reed Smith, raising from a previous salary of £107,500. For Ashurst the new figure is a 9% increase from its previous £115,000, which the firm raised to this time last year. Over the past two years, NQ pay at Ashurst has risen by £20,000, and over the last five years, it has increased by more than £40,000.
Prior to their improved NQ pay, Reed Smith’s can expect to earn £50,000 in their first year and £55,000 in their second. The firm takes on around 26 trainees each year.
It has also confirmed that all other associate level salaries will increase in line with the most recent change, and that associates will continue to be eligible for a bonus programme, subject to completing the set number of target hours
By comparison, new recruits at Ashurst’s London office earn £52,000 in their first year and £57,000 in their second. The Legal Cheek Firms Most List shows the firm takes on around 40 trainees each year, with the most recent retention rate seeing 82% (18 out of 22) of the spring qualifying cohort stay on.
Commenting on Reed Smith’s salary uplift London office managing partner Andrew Jenkinson said: “We are pleased to confirm the increase to associate salaries in London. It is a reflection of the market and our desire to retain and attract the best legal talent by providing a competitive and sustainable reward structure.”
He continued: “The new salary is an investment in our lawyers, which keeps us in line with other leading international law firms, and supports the firm’s strategic growth objectives enabling us to continue to deliver the highest quality, legal services that we are known for.”
This latest raise comes on the back of a spree of salary uplifts across the City.
Freshfields hit headlines when it increased NQ pay to £150,000, with three of its Magic Circle rivals, Linklaters, A&O Shearman, and Clifford Chance, quickly implementing the same increases. Slaughter and May has remained steadfast at £125,000 so far.
Other firms to increase rates include Herbert Smith Freehills and Hogan Lovells, both of which have raised NQ pay to £135,000, while Macfarlanes has gone further, increasing NQ salaries to £140,000.
Elsewhere, HFW boosted its NQ pay to £100k, with Bird & Bird climbing to £98,000 and DLA Piper rising to £110,000.
The post Reed Smith and Ashurst push NQ solicitor pay to £125K appeared first on Legal Cheek.
]]>The post Ashurst records 82% spring trainee retention rate appeared first on Legal Cheek.
]]>18 of 22 staying on
Ashurst has retained 18 of its 22 spring qualifying trainees, giving the firm a retention rate of 82%.
Of the 22 rookies qualifying in March, 21 applied for a newly qualified position within the firm. Eighteen of these were made offers from across eight practice groups; funds, global loans, competition, projects & energy transition, disputes, corporate, digital economy, and financial regulation.
The Legal Cheek Firms Most List shows that Ashurst takes on around 40 trainees each year. In their first year of training, rookies earn £52,000, which increases to £57,000 in their second year. Newly qualified lawyers see a significant jump, doubling their earnings to £115,000.
Commenting on the latest score, Ruth Buchanan, employment partner and training principal at Ashurst, said:
“We are delighted to welcome our newly qualified lawyers to the team,” Ruth Buchanan, employment partner and training principal at Ashurst, commented. This represents our ongoing commitment to attracting, supporting and retaining the very best talent. We wish this group of lawyers every success and look forward to continuing to help them thrive and advance in their careers.”
Elsewhere, all of the Magic Circle firms have released their spring retention rates. Slaughter and May performed best out of the quintet, hitting 95% (35 of 37), with Linklaters not far behind on 84% (41 out of 49) and Freshfields recording the same percentage, albeit with a smaller cohort (32 out of 37). Allen & Overy posted a solid 77% (30 out of 39) and Clifford Chance kept on 71% (40 out of 56) of its qualifiers.
City firm Macfarlanes has also recently posted its spring score, keeping on six out of seven rookies (86%).
The post Ashurst records 82% spring trainee retention rate appeared first on Legal Cheek.
]]>The post My journey from medicine and neuroscience to City law – via the BBC appeared first on Legal Cheek.
]]>Ahead of this week’s virtual event, Ashurst’s UK Head of IP and Digital Economy partner, Sunny Kumar, discusses his varied career and how his passion now lies with IP law
Ashurst’s Sunny Kumar joined the firm as a consultant in January of this year, with plans to leave after six months. But his plans quickly changed. “I instantly felt drawn to the Digital Economy team and what they offered me as an intellectual property lawyer”, says Kumar who now heads up the office’s busy IP team.
Discussing what the Digital Economy team’s work entails, Kumar tells me that it “focuses on businesses which have tech at their core”. The team itself is composed of five divisions — digital infrastructure, commercial contracts, IP, data protection and fintech, with each of these headed up by a partner. He reveals that one of the team’s biggest clients is Meta, and that he’s recently been appointed as IP counsel on the Meta panel.
One of the things Kumar enjoys about the Digital Economy team is the opportunity for crossover with IP — “a tech-driven client might want our expertise on their complex IP licensing matters but simultaneously have questions concerning service contracts and laying undersea cables for wireless connections”, he details. While a lot of other firms would approach this by putting members from individual IP, corporate and TMT teams together, Kumar points out that having a Digital Economy team allows for a more integrated approach. “We can service all of these needs as one team comprised of like-minded peers who understand both the tech, legal and regulatory elements”, he details.
It’s not just the Digital Economy team that prompted Kumar’s decision to stay on, but the culture at Ashurst as well. “As a firm we are very entrepreneurial. We have the opportunity to go and make something of ourselves with the support of the firm,” he notes. Kumar came to Ashurst because the firm wanted to expand its IP offering in London and globally, which presented an exciting opportunity for him. “The partnership is exceptionally collaborative with a great mix of younger energy coupled with deep sector expertise, meaning great ideas and solutions come out of it”, he explains.
As the firm’s UK Head of IP, Kumar doesn’t just work with clients just in the Digital Economy team, but has a broader involvement, also covering work with clients in the life sciences sector, something of special interest to him given his background as a scientist. He often advises clients on their complex copyright and brand-related matters too, something he really enjoys, having first experienced such work during his time as an in-house lawyer at the BBC. IP disputes in this area are at the cutting edge given the use of generative AI tools and the metaverse, which throw up all sorts of copyright and brands-related issues. Disputes in this area is something he is advising more regularly on, Kumar tells me.
Seeking a new challenge and feeling it was time to move on, Kumar shifted from the world of science to law. Confessing this wasn’t entirely out of the blue, Kumar says, “I come from a family of lawyers, my grandfather was a lawyer and my brother is too”. Given his strong science background, the attraction to IP law was only natural. However, for those seeking to establish themselves in an IP practice, “science degrees aren’t necessarily important — there’s more to IP than just life sciences”, Kumar clarifies. His main draw to IP right from his training contract, through to his time at the BBC and then in City law came from the practice area’s broad scope. “I felt straightaway that working as an IP lawyer meant working in a practice area which contributed to the future, and this excited me”, he recalls.
I also asked Kumar on the differences between an in-house and a City law practice, given his experience in both. “I think a lot of people see in-house as an easier option. I completely disagree with that”, he says candidly. “When you’re working in-house, you only have one client to service, the business, rather than having several external clients, as you would in a law firm. But you have to keep in mind that people in the business will go home around 6pm. So every instruction, document and input required or needing to be actioned needs to be done between 9am and 5:30pm, and so it can get incredibly pressurised during that time frame. This is something private practice lawyers are often (but not always) immune from”.
Kumar contrasts this with life at a law firm, where you have the ability to spread the pressure over longer hours. There’s also a distinction in the type of work on offer, with Kumar noting that working in-house entails a “stronger connect to the heart of the business, having inputs on commercial decisions and strategy”.
Hence, while working in-house often requires providing quick advice to the business, Kumar says he prefers the belt and braces approach followed in a City law firm. “I enjoy having the time to explore a matter in-depth and provide clients with more considered advice on often complex matters which inhouse teams may not always have the bandwidth for”, he notes. “I also missed the variety of work, being able to apply my knowledge across different sectors”.
Drawing on the theme of Legal Cheek’s virtual event in partnership with Ashurst this week, I asked Kumar about the opportunities and challenges for businesses, given the increasing confluence between the physical and the digital economy.
“The main opportunity is that businesses are able to reach a larger number of consumers and customers, and do so in a quicker way. But alongside that, come the challenges of keeping up with and foreseeing the regulations governing business operations. Additionally, from an IP perspective, there’s also the question of how businesses can protect their copyright protected works and brands in an era of Web 3.0 (and probably 4.0!)”, details Kumar “While these are exciting times, the key aspect is to keep up with all the technological and regulatory (sometimes lack of) changes occurring.”
So, what advice does Kumar have for those seeking training contracts? His top tips are selectivity and proactivity. “Be considered in your search and apply to the right firms for the practice area that you are interested in,” he suggests. “Engage with those firms, attend insight days and speak to trainees and associates. Never feel like you can’t email HR and request to speak to a trainee or an Associate to help answer your questions so as to inform your decision making. Lawyers may be busy and take time to respond, but most of the time, we will get back to you”, he assures.
Sunny Kumar will be speaking at ‘Digital Economy – with Ashurst’ a virtual student event taking place this Thursday (14 September). Apply now.
About Legal Cheek Careers posts.
The post My journey from medicine and neuroscience to City law – via the BBC appeared first on Legal Cheek.
]]>The post Travers and Ashurst raise NQ lawyer salaries appeared first on Legal Cheek.
]]>
Travers Smith and Ashurst have become the latest City law firms to increase the salaries of their newly-qualified (NQ) solicitors.
NQ pay at Travers Smith has risen from £105,000 to £110,000, a £5,000 or 5% increase. Whilst NQ pay at Ashurst has risen marginally higher from £105,000 to £115,000, a £10,000 or 10% increase.
A spokesperson for Ashurst said: “We carefully monitor and review our pay structures to attract and retain talent and remain competitive. We are pleased to confirm our basic pay for newly qualified lawyers in London will be at least £115,000, with effect from 1 November 2023.”
Trainee pay at Ashurst is also up, with rookie rates in year one and two now sitting at £52,000 and £57,000, respectively. These previously sat at £50,000 and £55,000.
The Legal Cheek Firms Most List 2023 shows the rises put NQ pay at Ashurst in-line with Magic and Silver Circle competitors Slaughter and May and Macfarlanes (£115,000), while Travers Smith leapfrogs the likes of Bryan Cave Leighton Paisner, Simmons & Simmons and Norton Rose Fulbright (£105,000).
Travers also confirmed that NQs could earn as much as £130,000 with bonuses.
The rising rates come some 18 months after both Travers Smith and Ashurst broke the £100,000 threshold in January 2022, increasing pay to £100,000 and £105,000 respectively.
Last week Legal Cheek reported that Taylor Wessing had joined the summer pay war, upping NQ rates by 5% to £100,000.
The post Travers and Ashurst raise NQ lawyer salaries appeared first on Legal Cheek.
]]>The post Law firm grad rec partners share advice with incoming vac schemers appeared first on Legal Cheek.
]]>
With another round of summer vacation schemes upon us, we thought to ask graduate recruitment partners at top law firms in London for advice on how students can stand out during their two-week work experience placements and ensure they secure a training contract offer.
They are the most senior lawyer involved in graduate recruitment at their respective firms, and keep a close eye on future lawyers’ development from student to trainee. Read on to find out their tips…
Damien Gomez, restructuring and insolvency partner at Linklaters:
“There are numerous opportunities for candidates to stand out over the course of their vacation scheme. It is always helpful to get a sense of someone’s motivation. It’s great when we are able to identify candidates whose outlook fits in with our culture and values, and to see in action the traits that will likely set them up for success at our firm. I’d say: apply yourself to, and invest in, each and every task you are set and use the opportunity to learn as much as you can about the firm and law as a career.”
Cyrus Pocha, financial services regulatory partner at Freshfields:
“A summer vacation scheme is a fantastic opportunity to test whether a career as a commercial lawyer is the right one for you and also whether the firm is the right place for you. Make sure that you test both of those things during your scheme. The best way to do that is by really committing to the experience and by talking to as many people as you can. It also means you have to be yourself. Perhaps above everything else, be kind to your fellow vac schemers. Revel in their and your successes and help those who may be struggling.”
Charlotte Madden, corporate partner at Clifford Chance:
“To make the most of this opportunity, it’s important that you get to know the business you’re about to enter. Explore valuable resources like our suite of global virtual internships and arrive with questions that show you have really thought about the important role trainee lawyers play in large transactions.
“It’s a good idea to think about the skills lawyers use on a regular basis too and how you might demonstrate that you understand and possess the same skillset. Most importantly, be prepared to act out of your comfort zone and grab every opportunity to engage with the firm.”
Hannah Manning, tax partner at Travers Smith:
“What we look for is candidates who understand our business and culture based on their own research, show a genuine interest in what we do, and have the raw intelligence and EQ [emotional intelligence] to hold their own in the firm as a trainee and beyond. Beyond that, we have no fixed template for what makes an ideal Travers Smith trainee, and what we hope that candidates see on the scheme is that there is plenty of scope for them to bring their own personality, background and style to the job.”
Nick Wong, global loans partner at Ashurst:
“Speaking up and asking questions is key. It shows us that you’re engaged and curious. You’ll likely find opportunities to attend both in-person and virtual meetings as well as training sessions: it’s important to participate.
“Be ready to say ‘yes’! A vacation scheme is a unique opportunity to get real, on-the-ground insight into life as a lawyer, so try not to shy away from the experiences that come your way, no matter how scary they might seem. Whether it’s a team-building social or a client event, say ‘yes’ whenever you can. You won’t learn everything you need to know about the job from behind your desk — the informal interactions are just as important and it’s crucial to have fun during your placement too.
“Finally, remember it’s not all about the law — firms also want to know you as a person. Whilst it’s always impressive to discuss the day’s top news stories and how it might impact what you’re working on, we also want to hear about you and what else interests you, whether it’s sport, books, travelling or something else.”
Greg Norman, investment management partner at Skadden:
“In my view, the vacation scheme is a two-way street — it is a chance for us to get to know our candidates better and it is a chance for the candidates to get to know us. In my experience the candidates that embrace that opportunity and try to learn as much as possible by interacting with people in the firm, at all levels, typically do very well in the assessments because they feel more at home. And I like to think the candidates benefit from gaining some, albeit limited, experience of what life at Skadden is like.”
Christopher Hutton, global regulatory partner at Hogan Lovells:
“Enjoy it! The purpose of the scheme is for you to get to know us, and for us to get to know you — the real you, so be yourself, and enjoy the scheme! Next, make the most of it — it’s a great opportunity for you to meet market leaders in a broad range of practice areas so identify those you are interested in, come up with a list of questions, reach out to the people you would like to speak to and let them know what you would like to talk about, and start to have those valuable conversations.”
The post Law firm grad rec partners share advice with incoming vac schemers appeared first on Legal Cheek.
]]>The post Law firm leaders on what more can be done to protect junior lawyer wellbeing appeared first on Legal Cheek.
]]>
It’s no secret that stress, anxiety and burnout are rife within the legal profession. This is particularly the case in corporate law where the hours are long, the work is high stakes and often involves juggling workloads with competing deadlines for demanding clients.
This week is Mental Health Awareness Week and the theme is anxiety. Earlier in the week LawCare encouraged the legal community to speak about their struggles with anxiety, having found over two-thirds of lawyers have experienced mental ill-health. Now we’ve spoken to law firm leaders on what more they think can be done to protect the wellbeing of their most vulnerable staff. Here’s what they had to say.
Sally Davies, senior partner at Mayer Brown
“Most law firms have work environments where there is a culture of high performance, high pressure and intense workloads, along with that generally comes self-imposed pressure and a fear of failure. Society has thankfully become more open in its discussions around mental health, wellbeing and particularly anxiety.
“I am glad this has become a key issue at work. Colleagues need to know it’s ok to speak about challenges and mental health issues they may be facing. As a leader, I want colleagues to know that we care. Help is at hand for those who need support. A particular focus of mine is trying to create an environment to prevent some of those issues from ever arising. In the dark ages when I was a trainee, if I felt overwhelmed, out of my depth or anxious (I did at times), I didn’t show it or talk about it. I ‘cracked on’ which is what everyone else did. I have now learnt that being open and showing vulnerability, as a leader is, in fact, a sign of strength. We are all human!
“Thankfully the legal sector has matured and with the help of mental health first aiders, in-house GPs, counsellors, mentoring and coaching systems and other support, I believe we are building an environment of trust and openness. It is vital we look out for each other. The sector is known for long hours. It is probably a sad reality that we spend more time with colleagues than with friends or family. Although, post-pandemic, a more flexible work environment has improved this.
“Small things matter, look people in the eye, take an interest in the people and, most importantly, listen. Show empathy, build trust and watch for signs of stress. Be prepared, when you ask the question, ‘How are you today?’ to react when the answer is: ‘Actually, I am not feeling great’.”
Adrian Cartwright, global senior partner at Clifford Chance
“When it comes to mental health and wellbeing, as an industry, we should strive to be more open. I’m not afraid of admitting that we don’t have all the answers, and we remain serious about continuously listening and improving. We want to encourage honest conversations where people feel empowered to speak up, an open door culture, and be ever more transparent about the reality of a career in law. Being more open is one step towards a healthier work life, with strengthened connections, greater collaboration and more fun too!”
Deborah Finkler, managing partner at Slaughter and May
“It is vital that the sector continues to prioritise an open culture to talk about mental health and wellbeing, backed by practical support. Sharing stories of how people at all levels have coped with mental health is very powerful and reassuring, particularly for new colleagues. In our case, the firm focuses on creating a culture of openness around these issues as well as reviewing and introducing new benefits and support. The working practices code we launched last year is an example of an initiative to drive practical and behavioural change to support our trainees and associates after the challenging years of the pandemic.
“Partners and senior members of teams have a leadership role in day-to-day discussions, raising awareness, and around practical steps like work allocation and the piloting of new ways of working. We also have in place an internal network of mental health first aiders and listeners, as well as resources and benefits dedicated to giving our people the support they need both in and out of work. This, combined with engagement through Thrive, our employee network, and our Forums for both associate and business services colleagues are all important components of a holistic approach.”
Penny Angell, UK managing partner at Hogan Lovells
“Thanks to greater profile, awareness and understanding of mental health over the last few years, providing people with meaningful resources and tools to support their mental wellbeing has become business as usual for any successful law firm, including ours. We are currently celebrating Wellbeing month with various activities extending to support physical and financial wellbeing too, continuing to encourage in-person connection and collaboration. Everyone across the firm is able to access these, regardless of level or location. Ollie Ollerton (SAS: Who Dares Wins) shared his experiences of mental health and tips for managing personal wellbeing this week, in a highlight of our event programme.”
Helen Burton, London managing partner at Ashurst
“The wider profession can help by not shying away from the topic of mental health and being honest about mental health struggles. The industry is moving forward, with charities like LawCare, but there is still a sense of taboo that we need to overcome. I suffered from stress and anxiety when I first became a partner — to the extent it was impacting my sleep and quality of life. I had counselling and learnt techniques (principally CBT) to help me manage this. I am still susceptible, but now I recognise the warning signs, usually an inability to sleep, and then work to take action quickly, either using the techniques I have learnt or even talking to a counsellor. Personally I know it’s hard to share these stories but I also know they can be helpful to anybody struggling — it helped me to hear that some of the successful lawyers I admired had also struggled at times. While there is no quick fix, we must keep having an open dialogue to ensure that mental wellbeing remains a priority.
“We need to ensure lawyers coming through the ranks know that to build a sustainable career in the legal profession it is important to take care of both our physical and mental health — and we need to ensure that the tools are available to achieve that. We need to keep the conversation going to encourage a healthier industry going forward. It’s also not good enough to just say it — we need to take actions, lead by example and ensure that our lawyers are taking time for themselves.
“This year’s Mental Health Awareness Week theme is anxiety. If any colleagues, junior or senior, might be experiencing anxiety, then I want them to know that they aren’t alone — your mental health should be a top priority. There are things that you can do to help manage anxiety — the key thing is to spot the triggers and take action promptly.”
Alexandra Gower, partner and training principal at Osborne Clarke
“Mentoring tops my priorities list, and we support those starting out in their careers with both senior and junior mentors. This is alongside service line supervisors, and from a pastoral care perspective, our Trainee and Apprenticeship Leadership Group Partners have oversight. Support networks, whether that’s for apprentices or the recently launched Junior Women in Law network for example, are also helpful so juniors can swap stories and build connections with contacts at similar career stages both internally, with clients and across the sector. And ultimately an open-door culture is key. I think our firm is great at understanding people’s situations, educating our senior lawyers on mental health and how to deal with it, demonstrating good behaviours and supporting our people to thrive.”
Struggling with anxiety? Contact LawCare via its helpline or live chat
The post Law firm leaders on what more can be done to protect junior lawyer wellbeing appeared first on Legal Cheek.
]]>The post Ashurst posts 84% spring retention score appeared first on Legal Cheek.
]]>
Ashurst is the latest City firm to report its spring retention rate, scoring 84%.
From an intake of 19 trainees, the global firm went on to make 16 offers which were all accepted.
All positions offered were permanent and located in the London office, with five newly qualified (NQ) solicitors joining the corporate team, four moving into projects and two qualifying into global loans. The final five join competition, disputes, funds, global markets and real estate, respectively.
“Congratulations to our latest cohort of qualifying lawyers — we are delighted to welcome such a talented group to the team,” commented Ruth Buchanan, employment partner and training principal at Ashurst.
“As a firm, we are committed to the growth and development of our people, and look forward to supporting them as they continue on their journey to become the leaders and trusted advisers of tomorrow,” Buchanan added.
The soon-to-be newly-qualified (NQ) solicitors will start on a salary of £105,000, up from a year two trainee rate of £55,000. The Legal Cheek Firms Most List 2023 shows the firm offers around 45 training contracts each year.
The score is not far off last spring when the firm recorded an overall retention rate of 85% (17 out of 20).
Currently, only four other firms have published their spring rates: Freshfields (97%), White & Case (78%), Linklaters (94%) and Clifford Chance (69%).
The post Ashurst posts 84% spring retention score appeared first on Legal Cheek.
]]>The post Revealed: The law firms with the fanciest offices 2023 appeared first on Legal Cheek.
]]>
Law firm offices are playing an increasingly intergral role in attracting lawyers back to their desks as the profession continues to find its feet in the new age of flexible working.
From swanky glass-clad digs offering sky-line views of the City to eco open-plan spaces with every amenity imaginable, firm offices can be a major selling point for clients and aspiring lawyers alike.
With this in mind, Legal Cheek‘s Trainee and Junior Lawyer Survey 2023 asked more than 2,000 respondents: “How impressive is your firm’s office?”. Covering more than 80 of the UK’s biggest outfits, respondents were asked to rate their work spaces on a scale of one to ten — with one signifying “Not at all impressive” and ten as “Highly impressive”.
We can reveal that 19 firms made it to the shortlist, scoring an A* for their offices. Below are the firms listed in alphabetical order. Be sure to check our exclusive TikTok tours too!
Allen & Overy
Ashurst
Bird & Bird
@legalcheek *takes multiple coffees to desk* Bird & Bird #lawfirm #office #london #fyp ♬ Coffee – Quinn XCII & Marc E. Bassy
Burges Salmon
Cleary Gottlieb Steen & Hamilton
Clifford Chance
DLA Piper
Freshfields Bruckhaus Deringer
@legalcheek There is a wall in the new London headquarters of Freshfields, a Magic Circle law firm, that is covered in real live moss! #law #lawfirm #lawyersoftiktok #alive ♬ Nature Love – Nature Sounds
Gowling WLG
Howard Kennedy
Kingsley Napley
Milbank
Mishcon de Reya
Morrison Foerster
Norton Rose Fulbright
@legalcheek Norton Rose Fulbright’s office ticking all the boxes #law #office #london #views ♬ Sunroof – Nicky Youre & dazy
Reed Smith
Sidley Austin
Vinson & Elkins
Walker Morris
As part of the survey each year we give trainees and junior lawyers the opportunity to expand on their scores by submitting anonymous comments. We received hundreds of comments giving us the lowdown on their office digs. Here are a select few comments about some of the shortlisted firms:
“Beautiful — from the weekly flower arrangements, to the bar in the client lounge, I think we have some of the nicest offices in the City.”
“The office is very impressive. The best floor is Floor 11 (the canteen and coffee bar) where all the coffee is free and there is a great balcony to get some fresh air. The working floors are semi-open plan (in pods rather than offices) and department heads are constantly coming up with new plans to make collaborative working easier.”
“It’s a beautiful space and I get the impression clients like coming there, they are also re-working some of the areas to become open-plan with special collaborative working spaces.”
“Incredible office — super spacious, adjustable desks and chair. Fast lifts and lots of communal spaces. Great environment to work in.”
“Feels like a 5* hotel.”
“Everything that you want is here. Temperature controlled rooms, standing desks, sky high views for the late nights.”
The winning law firm in this category will be announced at The Legal Cheek Awards 2023, sponsored by BARBRI and BPP University Law School, on Tuesday 14 March.
The post Revealed: The law firms with the fanciest offices 2023 appeared first on Legal Cheek.
]]>The post Revealed: The best law firms for peer support and partner approachability 2023 appeared first on Legal Cheek.
]]>
Life as a trainee isn’t easy, so a friendly and supportive culture can be crucial to getting you through the difficult moments. Fortunately, the results are in, and Legal Cheek can reveal the law firms where it’s smiles and backslaps all-round.
The 2,000 plus respondents to the Legal Cheek Trainee and Junior Lawyer Survey 2022-23 were asked to rate the supportiveness of their peers on a scale ranging from 1 — ‘not at all supportive’ to 10 — ‘highly supportive’. Likewise, partner approachability could be quantified from 1, or ‘not at all approachable’ to 10, or ‘highly approachable’. Firms are then scored from A* to D on the Legal Cheek Insider Scorecard for each category.
Although over thirty firms feature on the two shortlists, scoring A*s for peer support or partner approachability, only Bristows, Fletchers, Hill Dickinson, RPC and TLT secured the top grade in both categories. The results are listed alphabetically below:
Best law firms for peer support 2023
Addleshaw Goddard, Ashurst, Bristows, Bryan Cave Leighton Paisner, Clyde & Co, Dechert, Express Solicitors, Fletchers, Forsters, Gibson Dunn, Goodwin Procter, Hill Dickinson, Norton Rose Fulbright, Pinsent Masons, RPC, Taylor Wessing, TLT, Travers Smith, Watson Farley & Williams, Weightmans
Best law firms for partner approachability 2023
Accutrainee, Ashfords, Bird & Bird, Bristows, Debevoise & Plimpton, Dentons, Eversheds Sutherland, Fieldfisher, Fletchers, Gateley, Hill Dickinson, Morrison Foerster, Orrick, RPC, Russell-Cooke, Shakespeare Martineau, Squire Patton Boggs, Taylor Vinters, TLT.
Respondents were also given the chance to submit anonymous comments to justify their scores and provide further insights into their firm’s supportive rookies and approachable partners. Here are a selection of comments from the firms shortlisted above:
How supportive are your peers?
“Very collaborative, and very friendly peer group. They’re genuine friends who I can go to for support, share tips and insights into the work.”
“There is no culture of competitiveness between the trainees. Everyone supports each other.”
“All of the trainees within my office are incredibly supportive of each other and there is no feeling of competitiveness when it comes to getting NQ jobs. The trainee chat is very active and you know that, no matter how stupid the question, you always have somebody to go to.”
“I love my trainee cohort, we have bonded really well and regularly meet up for lunch and coffee. We also have a WhatsApp chat that we use to check in on each other. The benefit of a large cohort is having a lot of people around you to build a support network.”
“Excellent culture with many opportunities to extracurricular. A very supportive environment.”
How approachable are your superiors?
“There’s a real open door policy — meaning that if I leave the door to my office open, my superiors are likely to stop by for a chat.”
“Including partners — there’s no hierarchy or delegation through associates. Partners will call you directly and ask for your thoughts which is a great learning opportunity.”
“All very approachable which surprised me the most about working with Partners.”
“Every single person (at all levels) is approachable and can always spare time to help you.”
“No matter the level of seniority, every partner that I have experienced working with or spoken to outside of a department has been incredibly welcoming, approachable and helpful. They want you to succeed and you know you could go to them with any issue you had.”
The winning law firm in each category will be announced at The Legal Cheek Awards 2023, sponsored by BARBRI and BPP University Law School, on Tuesday 14 March 2023.
The post Revealed: The best law firms for peer support and partner approachability 2023 appeared first on Legal Cheek.
]]>The post Ashurst hires professor to explore firm’s 200-year history appeared first on Legal Cheek.
]]>
City outfit Ashurst has commissioned a historian to tell the 200-year history of the firm, marking its anniversary this year.
Stuart Kells, adjunct professor at La Trobe University’s College of Arts, Social Sciences and Commerce in Australia, was tasked with distilling the firm’s history since 1822 into a new book titled Ashurst: The Story of a Progressive Global law Firm.
The firm was co-founded by William Ashurst who was greatly involved in his day’s radical causes of gender equality and the abolition of slavery and capital punishment.
According to Kells, the book is “an honest, rich and multifaceted record of a crucial slice of the global history of law, society and commerce”, with chapters spanning the firm’s early history in England and Australia, merit and inclusion (‘An Absolute Meritocracy’), life in the office (‘What do I do?’), and dress (‘A Truly Modern Solicitor’). There’s even a chapter on food and celebrations which is intriguingly titled ‘A Marvellous Banquet with Haggis’!
Kells said that researching and writing the book, which will set you back around £50, was “a pleasure and a privilege”. He adds: “Seeing now the completed book—the output of a collaborative effort that extended to all corners of the world—is a great reward.”
Kells’s research included “extensive” interviews with current and former Ashurst people around the world as the book seeks to tease out the theme of change which the historian suggests has accelerated both in the firm and the legal profession over the last forty years.
Commenting on their 200th anniversary, Ashurst said: “Imagine what our London founder William Henry Ashurst would think if he could see the firm today. He and his family championed progressive ideas so he would not be surprised to see the global reach, our deep relationships with our clients, nor the changes in legal practice and technology. He would be proud of our focus on pro bono and CSR.”
The post Ashurst hires professor to explore firm’s 200-year history appeared first on Legal Cheek.
]]>The post Inside track: Completing a training contract at a global law firm appeared first on Legal Cheek.
]]>
Legal Cheek is hosting a virtual student event this Wednesday in partnership with global law firm Ashurst.
To give attendees a flavour of what to expect at the event, we sat down with panellist and current third seat trainee solicitor, Asha Owen-Adams, to discuss how she’s finding the journey to qualification so far. Check out our Q&A with Owen-Adams below and don’t forget you can still apply to attend the event.
Can you tell me about your journey to Ashurst?
I went to the University of Manchester and studied law with politics. After this, I worked as a risk management paralegal at another City law firm, before completing the Legal Practice Course. I first became interested in the law when I was in secondary school. I was interested in current affairs, but did not want to go into politics, and thought it was interesting how the law impacts society and vis-a-versa. I also enjoy problem solving and looking at things analytically.
I commenced my training contract in September 2021. My seats have been disputes — international arbitration, global markets — debt capital markets, and now disputes — contentious financial services.
You’re currently in your third seat in dispute resolution, which I note is now your second time in this department during your training contract. What interests you about disputes work?
Disputes is about resolving a conflict between parties, so you are assisting the client at a challenging time. I like working on cases and coming up with solutions to support the client’s case.
I enjoy the fact that in disputes you have time to get stuck into a case and help at different stages. I have found it very interesting and varied helping to prepare for trials, hearings and investigations through various tasks such as creating hearing/investigation bundles, document review, drafting and research tasks.
What is the most interesting disputes case you have worked on so far?
I have particularly enjoyed working on some interesting investigations. I cannot go into too much detail for confidentiality reasons!
We have seen e-document review and predictive coding used in preparation for litigation. How do you see legal technology impacting dispute resolution in the future?
I think legal technology will continue to make processes easier and more efficient, and cut down the amount of time lawyers spend on some more administrative tasks.
Recent widespread social movements, most notably Black Lives Matter, have shone a brighter light on racial inequality in the workplace. Asha, as a young black trainee City lawyer, what advice do you have for aspiring lawyers from minority ethnic backgrounds?
I think although it is very challenging, I would recommend going to different events and making those connections and contacts wherever you can. I think building a network is important at every stage of your career, but as an aspiring lawyer, speaking to people and learning from them and their experiences is important. There are so many people who are willing to help aspiring lawyers and give advice.
Furthermore, lots of people struggle with imposter syndrome, but I feel this can be even more prevalent when trying to enter the legal profession from a minority background, so having/finding tactics to work to overcome that imposter syndrome is vital.
You’re a qualified mental health first aider. How is the firm supporting the wellbeing of its trainee and junior lawyers?
We have a Wellbeing Allies and a Wellbeing Hub, which provides various useful resources. Ashurst also has several networks (including Women’s, Social mobility and Race equality networks). I think these networks are important as they provide support and allies across the firm, fostering a culture of inclusion.
By training mental health first aiders, there are also people dotted throughout the firm that people can go to. The firm also has a collaborative and approachable culture, which I also think really helps to support wellbeing.
Broadly speaking, what are your top tips for students looking to secure training contracts at Ashurst?
As mentioned earlier, attending events and speaking to people from Ashurst is really helpful to get a feel for the firm, and it means students can talk about these experiences in applications/interviews. It is also imperative to do your research of the firm.
Even if students have not had any legal experience, it is important to draw on the experiences you have already had whether that be in sports societies or doing part-time jobs, because those activities develop essential skills — many of the same skills that the firm expects from a trainee. It is all about tailoring your application to make it clear why you would be a great fit for Ashurst, and showing off your skills. Finally, never put anything in your application that you would not be confident talking about in an interview — you do not want to be caught out!
Asha Owen-Adams will be speaking at ‘Life inside a full-service global law firm — with Ashurst’, a virtual student event taking place on Wednesday 26 October. You can apply to attend the event, which is free, now.
About Legal Cheek Careers posts.
The post Inside track: Completing a training contract at a global law firm appeared first on Legal Cheek.
]]>The post Top firms pledge to treat training contracts and apprenticeships as equals appeared first on Legal Cheek.
]]>
A raft of leading law firms have publicly pledged to ensure that students qualifying as solicitors through “alternative routes” are treated the same as their counterparts undertaking the more traditional training contract.
The 17-strong group pledge to screen candidates in a “fair and inclusive way”, which will not disadvantage those who have completed an alternative route to legal qualification, including an apprenticeship.
Firms making the pledge, which includes the Magic Circle law firms Clifford Chance, Linklaters and Freshfields, promise to assess all candidates’ suitability for any given role based on their experience, behaviour and competence to avoid disadvantaging those who have not done a TC, with inclusive competencies being listed for new positions and CVs being matched against the skills needed to fulfil the demands of the role.
You can read the pledge in full here.
Other signatories are Addleshaw Goddard, Ashurst, Burges Salmon, CMS, Charles Russell Speechlys, DAC Beachcroft, Eversheds Sutherland, Fenchurch Law, Hogan Lovells, Norton Rose Fulbright, RPC, Simmons & Simmons, Trowers & Hamlins, Watson Farley & Williams.
The recruitment promise follows the introduction of the Solicitors Qualifying Examination (SQE) and a new set of rules that give wannabe solicitors the flexibility of completing work experience with up to four different organisations in place of a traditional training contract. This has led to concerns from some that it will create a so-called ‘two-tier’ profession where law firms favour candidates who have completed a TC over those qualifying via one of the alternative pathways.
Commenting on the pledge, Norton Rose Fulbright’s corporate and early careers recruitment partner Clementine Hogarth said:
“It has been inspiring to see so many leading law firms come together to help level the playing field across the industry — the enthusiasm in the market about legal apprenticeships is really exciting. As we continue to further diversity and inclusion in the workplace, it is essential that we are recognising alternative routes into legal careers, and recruiting and progressing people based on talent and merit alone. The pledge is designed to highlight this commitment.”
The post Top firms pledge to treat training contracts and apprenticeships as equals appeared first on Legal Cheek.
]]>The post Ashurst bumps trainee solicitor pay to £55k appeared first on Legal Cheek.
]]>
Ashurst has confirmed to Legal Cheek that it has bumped the salaries of its trainee solicitors in London.
The silver circle outfit firm has raised year one London trainee pay to £50,000, up 6% from £47,000, while its year two trainees will receive £55,000, an uplift of nearly 6% from £52,000.
The Legal Cheek Firms Most List 2022 shows that this puts the firm’s trainees on the same cash levels as all of their magic circle counterparts.
Following a boost announced earlier this year, newly qualified associates earn a salary £105,000, excluding bonus.
This rookie uplift comes shortly after the firm revealed it had also increased financial support for its future trainees to £10,000.
The post Ashurst bumps trainee solicitor pay to £55k appeared first on Legal Cheek.
]]>