Less than a year after the UK decided to leave the European Union, we undertook an in-depth analysis of the employment market for private practice lawyers across the UK to gauge the impact Brexit was having.  Our research was featured widely in the press – including Swindon Business News. Here’s an overview of the piece including quotes from our managing director, Lynn Sedgwick, had to say:

Private practice lawyer vacancies in the South West have fallen by 11% over the past year as the sector starts to suffer from uncertainty, according to a new survey.

However, the decline is less than the national picture – the data from specialist recruiter Clayton Legal shows vacancies across the UK as whole falling by 14%.

The firm says the fall in advertised positions could largely be down to lawyers not wanting to move jobs in an environment of uncertainty.

Despite the overall picture, there was a huge requirement for lawyers specialising in personal injury and employment in the South West with vacancies in these roles rising by 27%.

The survey, compiled from the recruiter’s comprehensive data on advertised roles, reveals increased demand in these areas not only reflects increased workloads but also a skills shortage caused by lawyers staying in their current positions for longer as uncertainty caused by Brexit takes hold.

Clayton Legal managing director Lynn Sedgwick said: “Almost a year has passed since the UK decided to leave the EU and while we have certainly seen lawyers being less committed to a career move, the hiring picture across the South West remains generally healthy.

“And while there is clearly caution around Brexit, we are also seeing a change in the recruitment strategies of our clients. Many firms are hiring lawyers for newly created positions due to increased workloads instead of replacement hires that are associated with specialists moving between firms. And as Brexit becomes more of a ‘business as usual’ scenario, we’re confident the ‘wait and see’ approach will pass.”

The firm’s data also reveals the regional variations in vacancy decline. London has experienced the most acute drop with available roles down 26% year-on-year, while the North West and the South East also experienced declines – 18% and 4% respectively.

The Midlands was the only region to buck the trend – vacancy levels there remained static year-on-year.

For more insights from the team visit our website or to receive a copy of our comprehensive research get in touch today.

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Clayton Legal Managing Director, Lynn Sedgwick, has commented on our latest survey results in Lawyer Monthly. The article highlighted some of the key insights and trends taken from our comprehensive data review including:

• Vacancies for private practice lawyers have fallen by 13% year-on-year.
• London has experienced the steepest decline with available roles down 26% year-on-year.
• Lawyers specialising in family law were in particular demand across the South and North East where vacancies were up 50% and 65% respectively.
• Personal Injury specialists have also been highly sought after with advertised roles up by 27% in the South West.

Lynn said, “Almost a year has passed since the UK decided to leave the EU and while we have certainly seen lawyers being less committed to a career move, the hiring picture as a whole remains generally healthy.  And while there is clearly caution around Brexit, we are also seeing a change in the recruitment strategies of our clients.  Many firms are hiring lawyers for newly created positions due to increased workloads instead of replacement hires that are associated with specialists moving between firms.  And as Brexit becomes more of a ‘business as usual’ scenario, we’re confident the ‘wait and see’ approach will pass.”

To read the piece in full click here.

For more insights from the Clayton Legal team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

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Lynn Sedgwick, Managing Director at Clayton Legal, recently featured in Totally Legal on a different route into the profession: the paralegal apprenticeship. Here’s what she had to say.

If one thing is clear, it’s that university is no longer a requirement for aspiring lawyers. Calls to improve social mobility, in what has long been seen as a highly selective profession, have led many firms to review their recruitment processes – which have been criticised for favouring students from Russell Group universities – and explore options to improve their apprenticeship programmes.

The introduction of apprenticeship programmes

In moves championed by the government, Eversheds Sutherland, Addleshaw Goddard, and Freshfields Bruckhaus Deringer have all introduced apprenticeship programmes which offer A-Level students an alternative route into the legal profession. Indeed, in a related, but arguably more radical change to increase route into the profession, the Solicitors Regulation Authority, is now allowing individuals to be admitted as solicitors under its “equivalent means” system, provided that they have the right quality and quantity of experience.

Addleshaw Goddard’s new solicitor apprenticeship programme, which will be run in conjunction with BPP University Law School, will see apprentices become part of the firm’s transaction services team (TST) after just six years. The TST – which was established to help reduce the administrative burden on associates, allowing them to focus on client-facing matters – has grown steadily since its launch and now has a total of 134 paralegals. Paralegals in the TST complete complex administrative and process driven work, and play a crucial role in an increasingly competitive, and cost driven legal marketplace.

The programme combines funded part-time study and in-house training, with apprentices rotating across a number of practice areas. After completing the six-year programme, successful apprentices will be awarded a LLB (Hons) degree, and after assessment by the Solicitors Regulation Authority, will also qualify as a solicitor.

Apprentices get the chance to immediately experience the workplace

Commenting on the new apprenticeships, Mike Potter, Partner and Head of the Transaction Services Team said, “The solicitor programme is standout in giving the apprentices immediate experience of the workplace, and is an excellent alternative to the traditional university route to qualification. It will shape the future of careers in the legal sector.”

These comments echo a consensus which is slowly, but steadily, being adopted by many leading legal practices. Law firms have long endeavoured to increase female representation within their organisations, however if practices want to feel the true benefits of a diverse culture, they need to embrace initiatives to improve social mobility.

With research from Byfield Consultancy finding that more than 80 % of legal trainees at the top 50 UK firms were from Russell Group universities, it is clear that the profession has a long way to go. However, apprenticeship schemes such as Addleshaw Goddard’s six year paralegal programme, and Eversheds Sutherland’s level seven trailblazer initiative, are a positive sign of shifting attitudes towards qualification routes within the profession. Paralegal apprenticeships provide aspiring legal professionals with the opportunity to gain experience and a qualification simultaneously, the pioneering firms championing them will undoubtedly reap the benefits of a more diverse and engaged workforce.

For more insights from the Clayton Legal team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

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With the snap General Election just around the corner, the legal press has been full of commentators discussing the impact this could have on the profession. Our Managing Director, Lynn Sedgwick, recently took part in Lawyer Monthly’s Your Thoughts feature which discussed this very topic.

To see the piece in full – which includes commentators from Thortons, HFW, Aaron & Partners LLP and Vista – click here. Here’s what Lynn had to say on the subject:

“The announcement that we are to face an election in just a few short weeks has come as a shock especially since Theresa May has, on several occasions, said that a General Election wouldn’t be until 2020. However, given the huge uncertainty in the air that Brexit has caused, a win for the Conservatives and a clear mandate behind May, should enable the new government to effectively focus on negotiations for a post Brexit Britain.  There are so many ‘ifs, buts and maybes’ surrounding our future relationship with Europe – from trade deals to freedom of movements laws – so I am hopeful that a win for the Tories with a larger majority behind them can only be a good thing for businesses and professionals in the UK. However, a reduction in their overall majority could potentially make ongoing negotiations a rocky road.”

For more insights from the Clayton Legal team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

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Lynn Sedgwick, Managing Director of Clayton Legal, was recently featured in Totally Legal discussing the rise of the paralegal role. Here’s what she had to say:

The vast majority of you probably ended up in the legal sector through the traditional route of university and a training contract, possibly with a conversion course sandwiched somewhere in between. For the past few decades, this has been the only option if you wanted to work as a solicitor, lawyer or barrister, but that’s no longer the case thanks to the rise of the paralegal.

An alternative route

Robert Houchill made waves in 2015 by becoming the first person to qualify as a solicitor through ‘alternative means’ after working as a paralegal for four and a half years as part of the Solicitors Regulation Authority’s (SRA) ‘Training for Tomorrow’ programme. This initiative was launched to inject more flexibility into the routes to qualify in the profession.

The move highlights that the role of the paralegal is significantly changing. Where in the past the position was solely focused on admin support for qualified solicitors, now the distinction between the two is considerably smaller and operating as a paralegal represents a viable route into the sector for professionals who were unable to secure a training contract, for whatever reason.

The trend is still very much in its infancy, but times are changing. While less than 10% of training contracts are currently awarded to paralegals, there are some firms acting as outliers, including Trowers & Hamlin which recruited 40% of its trainee workforce from paralegals. In addition, DAC Beachcroft has given 60% of its entry level roles to existing paralegal employees.

The necessary skills

There are no definitive rules for what skills are required by paralegals as the role can vary depending on the work of the firm and what area it operates in. However, generally good organisation and administrative abilities are always highly sought after, as are research skills and the ability to communicate findings with senior professionals and qualified solicitors. Opting for this route also highlights to potential employers that you have the drive and determination to work for what you want and that you’re keen to progress in the sector.

It’s still the norm for professionals to operate as career paralegals, but the ‘alternative means’ option provides a second viable route within the sector. It’s estimated that in the next seven to ten years there will be more paralegals than solicitors and it’s highly likely that a significant chunk of qualified solicitors will be those who started off as paralegals.

Naturally, there are some doubts and some commentators have suggested that the move could potentially undermine the profession or reduce the quality of people being admitted. However, the SRA has made securing the opportunity to qualify as a solicitor a demanding process and all paralegals must prove that the experience they’ve gained equates to the requirements of recognised formal training.

It’s highly encouraging to see another route opened up into an area that has historically had rigid entry requirements. Such a move could also help to increase social mobility within the profession, a target that many firms have been struggling to meet. The success of the programme can only be judged further down the line, but the idea, and the development of the paralegal role, should be greatly welcomed.

For more tips and insights visit our blog.

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Lynn Sedgwick, Managing Director of Clayton Legal, was recently featured in Totally Legal discussing the evolving nature of the paralegal role. Here’s what she had to say:

Growth of the paralegal role

Given law firms’ ever growing reliance on paralegals it’s somewhat unsurprising that the role is becoming ever more closely aligned to that of a trainee and that a growing number of graduates are opting to gain experience in the area before applying for or undertaking training contracts. 

According to a recent study, ‘From recruitment to robots: Growth strategies for law firms’, published by corporate law firm Fox Williams, ‘non-legal’ roles are becoming increasingly important within law firms. Six in ten respondents, who were all managing partners at UK top 200 firms, identified the increased utilisation of paralegals and other ‘non-qualified’ staff as a strong growth prospect. According to the survey, the increased use of these professionals could ‘also point to more efficient ways of delivering legal services, in line with client needs and the nature of the work and levels of expertise required.’

Though there is a great deal of emphasis on the demanding nature of training contracts, ‘paralegalling’ is by no means a 9 to 5 role. In fact a recent survey, conducted by a major legal publication found that, on average, paralegals work 42 hours a week. However that figure rises for London based firms, and again for the Magic Circle, where paralegals work an average of 43.5 and 46 hours a week respectively. In fact, 73% of respondents said that they worked just as long hours as the qualified lawyers within their firm.

According to the research paralegals are often viewed as trainees in all but name. Half of the paralegals surveyed indicated that their day to day work constitutes that of a trainee, and one in five indicated that they are often given tasks above what a trainee would be assigned. By contrast, only 14% of paralegals surveyed said that their work was below that of a trainee. Moreover 60% of those surveyed indicated that they have been assigned work normally given to newly qualified lawyers on more than one occasion, while a further 15% said they were given this kind of work ‘all the time’. These statistics go a long way in demonstrating the growing importance of the paralegal and prove that experienced paralegals are doing far more than mere administrative tasks.

Salary ranges

Though paralegal pay may not sit in the same ballpark as figures commonly offered to trainees and newly qualified lawyers, it’s certainly a range that most graduates would be content with. Full time paralegals with under a year’s experience are commonly offered between £20,000 and £30,000 in London, while outside of the capital pay for the same role usually sits between £15,000 and £20,000.

There is a widely accepted consensus within the legal profession that paralegals are more qualified now than ever, a recent survey indicated that 86% of paralegals now have a degree, with firms tapping into the growing pools of LPC graduates yet to secure a training contract. Paralegal roles certainly work in the favour of both law firms, and graduates themselves, with law firms benefitting from the knowledge of highly educated graduates, and young professionals able to gain valuable commercial experience.

It’s clear that the paralegal path has become a highly viable, and well traversed, route into the profession with a survey indicating that 43% of paralegals are currently looking for a training contract, a further 4% seeking pupillage, and 22% using the role to gain valuable experience in the period before starting a training contract. Only 4% of those surveyed said they had no ambition of becoming a qualified lawyer, and it seems that the paralegal route may now be one of the best ways to get there. Of all of the respondents with training contracts lined up, a staggering 44% had secured it through their work as a paralegal.

It’s encouraging to see so many ambitious professionals strengthening their chances of securing a training contract through paralegal work, and the number of graduates keen to gain commercial experience before their official training can only be good news for the profession as a whole.

For more tips and insights visit our blog.

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Lynn Sedgwick, Managing Director of Clayton Legal, was recently featured in The Global Legal Post, talking about the heavier workload predicted by law firms in the run up to Brexit. Lynn outlined the findings of a recent survey from Clayton Legal which revealed that legal firms expect workloads and headcount to increase as a result of Brexit.

Workload set to increase

Almost two thirds (62%) of legal professionals anticipate workload will increase in at least one of their specialisms now that the government has announced a date to trigger Article 50 according to a study conducted by Clayton shortly after the referendum. Just under half (45%) of respondents believe demand will increase in at least two or more specialisms, while 35% indicated that they expect a rise in workload across three or more areas and one in four report an expected increase in demand across four or more specialisms.

Headcount also on the rise

Meanwhile 87% of law firms anticipate overall headcount will either stay the same or increase – no doubt, in part as a result of the anticipated increase in workload. Interestingly, the survey revealed a strong correlation between specialisms closely impacted by EU level legislation and overall hiring sentiment.  Professionals working within EU Law and Financial Services are predicting headcount to rise or stay the same (90% and 83% respectively).

Short term strength

Commenting on the findings Lynn said “Despite some commentators expressing concerns over the potential impact Brexit could have on demand for legal services in the UK, it is clear, in the short term at least, that law firms expect workload to increase.  And while it’s perhaps unsurprising that firms expect to increase their headcount due to a rise in workload, it’s certainly a positive sign of strength within the profession. Though it remains difficult to ascertain the long term implications of such an unprecedented political shift, the outlook for the rest of year and beyond certainly seems positive for legal profession and firms alike.”

For more insight take a look at our blog.

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Tina Adams, Head of Operations in the South West at Clayton Legal, was recently featured in Today’s Conveyancer talking about the top legal roles in the South West. According to recent analysis from the recruitment firm heightened activity in the commercial and residential property, private client and family law arenas is driving demand for lawyers and experienced legal executives in the South West. Here’s what she had to say;

Commercial property lawyers

“Numerous reports have suggested that the South West trails behind only London in terms of confidence around construction and property, so it’s encouraging to see an uptick in demand for experienced commercial property lawyers. More firms are moving to the region and investing heavily in office space which is contributing directly to the demand for talent in this field.”

Residential conveyancers

“With all the activity in the residential housing market it’s hardly surprising that conveyancers are also in real demand as they’re the ones that drive these property deals through. House prices in the South West have also risen above the average rate for the UK so we’re seeing strong demand for residential experts with experience of running caseloads.”

Family lawyers/legal executives

“In slightly less positive news, experienced family lawyers and legal executives have also been highly sought after at the start of 2017, particularly in private family law. Every year we see an increase in activity in this field, so much so that some lawyers refer to the first working Monday in January as “Divorce Monday”.”

Private client lawyers

“A similar trend is being experienced in private client law where professionals with experience of processing wills, probates, divorces, inheritance payments and charges are in significant demand. We’ve also seen firms seeking legal experts who have operated or have a knowledge of other European nations’ legal processes as clients look to find potential solutions outside of this country for when the situation around Brexit has been clarified. Ultimately it’s a good time to be working as a lawyer in the private client arena.”

For more insight take a look at our blog.

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Lynn Sedgwick, Managing Director of Clayton Legal, was recently featured in Totally Legal talking about the skills will future lawyers need to be successful in 2017. Noting that “lawyers can no longer rely on their academic achievements to secure themselves a role at a leading firm” she outlined the various skills lawyers need to succeed in the next year.

Outstanding interpersonal skills

In ever more competitive employment market lawyers need to be able to demonstrate that they have the ability to foster and maintain strong professional relationships with peers, and create a strong sense of rapport with a whole portfolio of clients. Lawyers can no longer rely on senior partners to develop relationships with current, or indeed prospective clients, so professionals need to ensure they are able to interact with legal service consumers in a way that engenders confidence.

The ability to work collaboratively

Workplaces are becoming more collaborative and agile, and even the legal profession – which has historically been somewhat change averse – is adopting increasingly co-operative working practices. As cases become increasingly complex, lawyers will find themselves working in interdisciplinary teams which span across practices, and require the advice of external specialists, so the ability to work effectively with a diverse team is more crucial now than ever.

Management skills

As in house teams continue to bolster their internal legal departments, private practitioners will likely find themselves working with clients who are qualified legal professionals themselves, and subsequently expect their external counsel to not only show effective management skills but also a willingness to negotiate on alternative fee arrangements.

A generalist and a specialist

A challenging dichotomy has emerged in the legal profession. Employers are increasingly looking for lawyers to have both specialist knowledge and a wider generalist skillset founded on a strong sense of commercial acumen. Law firms are now looking for professionals with experience working in incredibly specialist practice areas, however it’s crucial that these lawyers also have a broad sense of commercial awareness and a strong set of interpersonal skills to support their specialist knowledge.

For more insight take a look at our blog.

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Despite the wide range of opportunities for lawyers at all levels across the North of England, there is still a largely unspoken feeling within the profession that London is still the career hub for the brightest and most ambitious. But is this finally set to change?

Opportunities abound in the north

The idea of ‘near-shoring’ among major law firms is not a new one. Herbert Smith Freehills and Allen & Overy were the first to bite the bullet and establish business support centres in the UK in 2011, both electing for Belfast as the base for the new ventures. Since then several others such as Hogan Lovells, Mills & Reeve and CMS Cameron McKenna have followed suit with centres in Birmingham, Norwich and Bristol respectively. And now Freshfields Bruckhaus Deringer is following in the footsteps of the BBC to develop a centre in Manchester which will, at least initially, house some 300 business service roles. When a firm like this one, which has been wedded to the City of London for so long, moves a key part of its operations to the north-west it’s a strong indicator that this is not some ‘flash in the pan’ phenomenon, but the beginning of a significant trend.

New Manchester hubs

The reasons behind the move are obvious and perhaps somewhat more prosaic than the Beeb’s desire to fend off criticisms of being too London-centric. Office space in Manchester is currently around half the cost of that in Central London and salaries are also significantly lower. While the team that staffs the Manchester office will largely be made up of paralegals and support specialists from non-legal disciplines such as IT and HR in the early stages, there are some commentators who are wondering whether the move could be part of a more significant shift in the deployment of all professional roles. Freshfields has already signalled that it is keeping ‘all its options open’ as to office accommodation after its London lease expires in 2021. And the ongoing commitment to HS2 by almost everyone with a chance of forming a government in the foreseeable future may finally break the undue influence exercised by the capital in the profession.

Whether we will see a major migration of talent to the north in the near future is of course up for debate. Any attempt at a really serious redeployment of roles out of the south-east would most likely face the sort of challenges that Auntie faced when trying to persuade its management and ‘talent’ to swap the metropolis for Salford Quays. However, one thing is certain. For the ambitious and capable legal professionals  any level, London is most certainly not the only career option any more.

Career events in the north

We run a series of career events across the country -including the north west so why not take a look at the programme – it could be the best move you ever make!