In March 2015, the Solicitors Regulatory Authority announced it would withdraw from the Code on 1st April 2015. The Association of Graduate Careers Advisory Services (AGCAS), Associate of Graduate Recruiters (AGR) and Junior Lawyers Division of the Law Society (JLD) were still signed up to the Code.
The SRA’s action led to a wider discussion about how relevant the Code was in the current graduate legal marketplace. This caused a great deal of confusion and uncertainty within both law firms and the student body. After further consultation among the existing signatories, a new Code was published.
Yes. You can apply for a Training Contract in your penultimate year of study. Employers can make offers any time after applications open. Any offer you get will stay in place until 15 September of your final year and you won’t be pressurised into making a decision before then.
No. The earliest you can apply is your penultimate year of study.
Each year we recruit up to 60 trainee solicitors.
We look for a very strong academic performance – you should be aiming for at least a 2:1 (or the equivalent) consistently throughout your studies.
Since October 2015 we’ve worked with Rare Recruitment to embed their Contextual Recruitment System (CRS) tool into our graduate recruitment process. This tool helps us make our opportunities accessible to as wide a group as possible. It measures students’ relative disadvantage as well as their performance and means we can compare them fairly with peers from a similar background.
For instance, we might consider a candidate’s home postcode or school attended, whether they were eligible for free school meals, if they are first generation in their immediate household to go to university, and whether they were ever in care or once a refugee or asylum seeker.
Well over 3,500 candidates apply annually for our vacation schemes and training contracts. From these we arrange around 350 phone interviews. Depending on the calibre of the applicants we’d expect to invite 175 to an assessment day.
First, read all about our application process. Then fill in our online application form. If you’re successful at this stage, we’ll invite you to complete an online critical thinking test. Pass this test, and we’ll ask you to take part in a telephone interview.
We work with Jarred Consulting who carry out the telephone interviews on our behalf. The Jarred Consulting team have in-depth knowledge of the legal sector having all held senior-level graduate recruitment roles at large international law firms. Working with a third party also means we can offer more flexible interview times, including evenings and weekends.
The telephone interview lasts 30 minutes and consists of motivational, competency and commercial questions designed to find out more about you and your potential to join us. It also gives you interview experience that will help you during an assessment day. The assessment day is a two-way process to allow you to find out about us, and for us to find out about you.
The assessment day is a two-way process to allow you to find out about us, and for us to find out about you.
It takes place in the morning or the afternoon and lasts for four hours. Here’s how it’s structured:
We pay £100 for economy travel fares to attend an assessment day.
You’ll need to wait six months before you apply again.
We aim to let you know within five working days after the assessment day. We’re confident we can make the right decision quickly, and don’t wait until the end of the recruitment season to send out offers.
Final-year law students have until 15 September or four weeks after they get their offer, whichever is the latest. Your offer stays open until the 15 September, but you can accept it sooner if you want to. Once you have accepted your training contract offer with us you should not attend any further assessment days or training contract interviews with other law firms. If you need help to decide, one of our graduate recruitment team (or one of the partners or trainees you met on the assessment day) will be happy to meet you to chat things through, or organise a meeting for you with someone else at the firm.
We do appreciate you’re making a commitment quite a long way in advance so we try to be as flexible as we can. However, you must discuss a possible deferral with our Graduate Recruitment team and let us know as early as possible if you’re thinking of doing this.
Yes, unless there are mitigating circumstances. Our recruitment partners look at these case by case.
We look at all requests individually. If you want us to fund you, you need to put together a business case for the recruitment partners to assess.
Along with other leading City firms, we’ve developed a Legal Practice Course (LPC) with BPP University in London. Studying the accelerated LPC at BPP is compulsory.
All our future trainee solicitors must study the GDL at BPP University. BPP have locations in Birmingham, Bristol, Cambridge, Leeds, Liverpool, London or Manchester. Depending on your individual circumstances you may prefer to study closer to your current home. However, studying in London would prepare you for City working life when you start your career.
The accelerated LPC programme has two intakes in the academic year. One intake begins the first week of August and ends mid-February; the other begins the first week of February and ends mid-August.
There’s also a period of directed self-study that you’ll need to complete in your own time before face-to-face teaching at BPP University starts. It’s possible to complete the foundation study programme within two weeks, but many students prefer to take longer to complete it. You’ll get the study materials about two months before the course starts.
We ask you to tell us which LPC intake you’d like to join and we try to accommodate your choice if we can. The LPC course will prepare you for practice in the City, either following the GDL or at the end of your law degree.
There’s more emphasis on the foundational self- study you need to do before you start the course at BPP University.
The Private Acquisitions elective has been incorporated into the business law and practice (BLP) module and has been replaced by a Corporate Transactions elective. The teaching time for the electives has been reduced to six weeks.
You’ll continue to have a personal tutor who will make sure you stay on track with your workload. An extra weekly face-to-face meeting has been added to the schedule.
Weekly study days are no longer possible and the teaching day now runs from around 9.00am until 6.00pm and, occasionally, 7.00pm.
The course gives you a sense of what work will be like in practice– particularly when it comes to managing your time and meeting your deadlines.
The LPC Link programme helps you make the move from future joiner to trainee. The programme is made up of social events and practice-area specific talks. There is a practice area fair where all groups are represented. LPC students can speak to groups and narrow down their seat planning options.
If you accept a training contract with us, we’ll give you a grant. This covers your fees in full and contributes towards your maintenance. The maintenance grant for the 2016/17accelerated LPC is £7,000. The maintenance grants for the GDL are £8,000 in London and £7,000 outside London.
We review the grants in May each year.
We don’t offer retrospective funding for law school fees or maintenance grants.
Yes, mainly with our Trainee Development team. If you’re a future joiner, the team is happy to talk to you at any time if you have any queries, concerns or problems. You’ll also have contact with our Recruitment Partners, Louise Lamb and Tom Astle. Plus you can check out regular updates on the latest Hogan Lovells news and events.
We’ll encourage you to keep in touch with us, and with each other, as much as possible. We meet up with all future joiners currently at law school and host an annual event. We also hold regular receptions in the summer at our London offices. All our students are invited.
Our offers of training contracts are on condition you pass the GDL and LPC at your first attempt. If you don’t, our recruitment partners will consider your case, but we will withdraw our offer if you don’t make every effort to pass these important exams and if no mitigating circumstances exist.
Trainees earn £43,000 in their first year and £48,000 in their second year. We review salaries in May each year.
Yes. We aim to take your preferences into account while meeting the needs of the business. However, as most post-qualification roles tend to be in the Corporate, Finance and Litigation practice groups, you must spend six months in a corporate and finance seat and six months gaining contentious experience in our litigation practice.
We’ll ask for your first seat preferences before you join, and will try to meet them where we can, When you join, we’ll assign you a member of the Trainee Development team, who’ll guide and advise you throughout your training contract.
Mid-way through your first seat we’ll ask you where you’d like to sit in seats two, three and four. We’ll give you the information you need to make informed decisions and point you in the direction of associates and partners who can talk to you about work in their practice area.
Yes. To meet SRA requirements, you must have experience in contentious and non-contentious work in at least three practice areas. Unlike some of our competitors, we have no difficulty helping you meet these requirements. We’ll encourage you to gain as broad an experience as possible within Corporate, Finance and Litigation practice areas (where there are most vacancies on qualification) and a range of other areas.
That depends on you. We believe in giving you as much responsibility as you feel happy with, as long as you show us you can handle it. Taking responsibility is essential your development and we actively encourage it.
Yes. There’s a host of people you can turn to with a problem, whether it’s work-related or not.
The Trainee Development team stays in touch with you throughout your training contract. You’ll have your own mentor plus a supervisor in each seat, and every group has a trainee solicitor partner who is responsible for the work of trainees in the group. During your first seat you’ll also have access to a trainee solicitor mentor, who will be a member of our Trainee Solicitor Liaison Committee. We invest heavily in our trainees – your success is our success.
We’re particularly proud of our training programme. It’s a high priority at the firm because we know formal training is as important as learning on-the-job.
Throughout your training contract you’ll attend lectures and courses that complement your practical on-the-job experience. Each practice area has its own training programme and you’ll complete the whole series of programmes by the time you qualify. We also provide a range of information technology training.
HL BaSE is an innovative global business and social enterprise training program that builds a sound understanding of business and the importance of social impact on our clients profit and growth. You’ll learn about business fundamentals, hear from inspirational business leaders and embed social entrepreneurship into the way you think about business. You’ll also put your new knowledge and skills to the test during the program by advising small businesses.
Most international secondments don’t call for language skills. However, if you’re going to an office where language skills are expected for business reasons, then we’ll assess your ability and give you training if you need it. A-level standard is usually a basic requirement to be eligible for training.
All second-year trainees can apply to spend six months abroad or six months with a client as part of their in-house legal team. During the second seat, we give presentations on the international and client secondments available, and you can apply for those that interest you. You’ll need to put together a business case to support your application.
Currently, about 25 trainees will go on either an international or client secondment at each seat change. Depending on the size of your intake, you’ll have a good chance of a secondment or international placement. For example, among the September 2016 group of Hogan Lovells trainees to qualify, around 93% had been on either an international secondment or client secondment.
An international secondment is only available in offices with an English-qualified lawyer. We currently send around 11 trainees to Brussels, Dubai, Hong Kong, Johannesburg, New York, Paris, Singapore and Washington DC. We base our decisions on performance and personal qualities like resilience and maturity.
A client secondment gives you excellent commercial experience and an opportunity to take on more responsibility in a small team. You’ll typically spend six months in the client’s in-house legal department. We currently second trainees to clients who include Citibank, ExxonMobil, Ford Credit, Merck Sharpe & Dohme, Prudential, Standard Chartered Bank.
Around the second month of the final seat, we’ll tell you about all the NQ vacancies in the various London practice areas and international offices. We’ll also invite you to a qualification briefing where Trainee Development will explain the process and help you brush up on your interviewing skills.
You can then submit up to three preferences to Trainee Development.
The partners in the practice groups interview all trainees who express an interest and let Trainee Development know who they’d like to offer roles to.
If you aren’t offered a role after the first round, you can apply for any unfilled roles in the second round of the qualification process. Further roles sometimes open up at this stage too.
You can apply to work in one of the international offices on qualification in just the same way as you’d apply to work in one of the London groups. Some of our newly qualified solicitors do move into one of our international offices. However, we feel it’s important to have up to two years’ post-qualification experience in London first.
We aim to keep as many people as possible at qualification, depending on business needs every six months. We invest heavily in our graduate programme so we want to see people stay.
Yes. Trainees often qualify into a group where they haven’t had a seat, although they’ve usually had experience in a group that’s closely related.
This is £71,000, in line with market rates. We’ll continue to review our salaries in line with those at other top City firms.
You complete the Finance and Business Skills modules just before you start your training contract.
You take the Client Care and Professional Standards module during your training contract.
You complete the Advocacy and Communication module during your contentious seat
Yes. We currently run:
All have an organised programme of presentations, talks, discussions, visits and social events. Summer vacation scheme students work in three different departments and winter vacation scheme students in two.
You’ll earn £400 a week unless you’re on the first-year spring vacation scheme, where the rate of pay is £350 a week.
The assessment day is a two-way process that allows you to find out about us, and us to find out about you. Here’s how it’s structured:
We’ll pay you £100 for economy travel fares to attend an assessment day.
You’ll need to wait six months before you apply to us again.
It’s entirely up to you which programme you apply for. However, if you’re keen to gain work experience you may prefer to apply for the winter vacation scheme first. If you win a place on the winter vacation scheme, you’ll have a training contract interview before the scheme ends.
If your winter vacation scheme application is unsuccessful, you’d still be able to apply for a training contract in the same recruitment year. You wouldn't need to wait until the following year (from October 2017) to apply again.
It’s entirely up to you which programme you apply for. For some students, the two-week spring vacation scheme fits their academic calendar better. For others, the summer vacation scheme works.
There’s an organised programme of presentations, talks, discussions, visits and social events. Summer vacation scheme students work in three different departments and spring vacation scheme students in two.
We ask law students to apply for spring or summer vacation schemes in their penultimate year of study. If you spend time abroad in your third year, you’d need to apply when you get back to the UK – unless the £100 we pay towards economy travel fares will cover your costs for attending an assessment day.
You should apply for the penultimate-year spring or summer vacation scheme rather than the first-year spring vacation scheme.
Yes. If you pass the critical thinking test, we’ll invite you to take part in a telephone interview for our spring, summer and winter vacation schemes.
We work with Jarred Consulting who carry out the telephone interviews on our behalf. The Jarred Consulting team have in depth knowledge of the legal sector having all held senior-level graduate recruitment roles at large international law firms. Working with a third party also means we can offer more flexible interview times, including evenings and weekends.
The telephone interview lasts 30 minutes and consists of motivational, competency and commercial questions designed to find out more about you and your potential to join us. It also gives you interview experience that will help you during an assessment day.
The assessment days for summer and winter vacation schemes include two interviews:
You’ll also have a tour of the office and the option to have lunch with trainee solicitors.
If you apply to our Campus Ambassador programme you won’t need to take part in a telephone interview, but you will attend an assessment day.
Exactly the same as for trainee contracts. Competition is extremely fierce and places are limited, so apply in good time.
We look for students whose mix of academic excellence and desire for specialist knowledge will help develop business and take it forward. Although we’re one of the largest global legal practices, we work in small, hard-working teams where everybody is committed to our collective success.
The high profile, demanding work we do calls for a record of excellent academic results from GCSE (or equivalent) onwards. You should be aiming for, or have achieved, at least a good 2:1 (or equivalent) consistently throughout your studies and as your final degree.
Personal qualities are just as important. You must be happy collaborating with a team yet capable of, and used to, working independently. You’ll need to be someone who can think beyond the obvious yet focus on the fine detail. Along with all that, you’ll need the energy, resilience and ambition to succeed in a top global law firm.
Yes. We organise a first-year spring vacation scheme and hold three insight events for up to 100 students.
These schemes introduce first-year law students to life in a City law firm and prepare them for their second year at university, when they start applying for vacation schemes and training contracts.
We also host events at various universities across the UK for first- to final-year students. Have a look at our events calendar for all the details. You’ll need to take part in a telephone interview to win a place on our first-year vacation scheme or an open day. You won’t have to attend an assessment day. This is for summer and winter vacation scheme and training contract applicants only.
2015 winter vacation scheme (final year students and graduates of any degree discipline)
5-16 December 2016
2016 spring vacation scheme (first-year law students)
4 – 8 April 2016
2016 spring vacation scheme (all students from penultimate year onwards and graduates)
27 March to 7 April 2017
2016 summer vacation schemes (all students from penultimate year onwards and graduates)
Summer 1: 19 June to 7 July 2017
Summer 2: 17 July to 4 August 2017
Open events (first-year law students)
The two open events dates for first-year law students are 27 June 2017 and 5 July 2017.
Applications for all of our programmes open on 1 October 2016.
We have over 860 partners and around 2,500 lawyers worldwide.
In London we currently have over 150 partners and over 400 lawyers including around 120 trainee solicitors.
One-third of our London partners were trainees at the firm.
We have over 49 offices in 26 countries.
We have a strong presence in the United States, Europe, Latin America, Africa, the Middle East, and Australasia.
A good number of our legal staff have carried out pro bono work at some time and we’ve won many awards for our commitment to pro bono. We have a pro bono committee which is headed by one of the litigation partners and Hogan Lovells was the first City law firm to have a full-time Pro Bono Manager.
We’ll encourage you to get involved in pro bono work if you want to, but it’s not compulsory. To find out more about our pro bono work visit the Pro Bono section of www.hoganlovells.com
Some pro bono initiatives include:
Representation in the Community
Working with law centres to represent the elderly and disabled in social security tribunals and representing victims of crime.
Advising social enterprises that offer supported employment to the homeless, the mentally and physically disabled and those who are excluded.
International human rights
Representing prisoners on death row in the Commonwealth, Caribbean and the US, and representing victims of crime in cross-border applications.
Exemplary citizenship is an integral to our culture and strategy. Our shared belief in the value of social responsibility unifies us as a global firm and we aim to engage all of our offices and people in our citizenship programmes.
That’s why we launched our Global Citizenship Policy in January 2015. This asks all members of the global firm to devote at least 25 hours a year to citizenship activities – just over two hours a month (pro rata) – as part of their normal duties. We have a number of active employee networks. Plus we’re the Official Legal Services Provider for the British Paralympics Association until the end of 2016, including the Rio de Janeiro 2016 Paralympic games.
This strong emphasis on citizenship, combined with our award-winning facilities and vibrant atmosphere, creates a new dynamic that encourages you to have a positive impact on your clients, your colleagues and your career.
Providing quality legal services to those most in need and least able to pay is an integral part of being a lawyer. We were the first firm in the City to establish a full-time pro bono unit in 1997, and we delivered 116,460 hours of free legal advice globally to charities, social enterprises, not-for-profit organisations and individuals in 2014. Read more about our pro bono work.
Diversity and equality
Our success as a global legal practice depends on our ability to attract and retain the brightest people, and to foster a work environment where individuals from all backgrounds can reach their full potential. Read more about our diversity as a firm.
We support and develop projects that focus on poverty and exclusion in the communities in which we work. The excellent relationships we’ve forged with our partner agencies and local community leaders help make sure our community work is relevant, well executed and sustainable. Read more about our community work.
We use our worldwide reach to support projects that improve social conditions for some of the world’s poorest people. In the last year we’ve made available over £250,000 of matched funding for charities. We voted for our new global charity partner Lendwithcare through Care International supporting entrepreneurs worldwide. We also supported numerous local charities.
We recognise our responsibility to do business in a sustainable way and are absolutely committed to minimising our environmental footprint. Our environment policy is to raise internal awareness of environmental issues, minimise energy consumption, minimise waste, maximise recycling and reuse, travel responsibly and procure responsibly.
As one of the world’s leading law firms, we want to set the highest standards of business conduct. We want all our actions to have a positive effect on our employees, clients, suppliers and the wider community.
We would say:
The rest of this site can give you a full sense of what sets us apart.
We believe that career access to the legal profession must be open and fair for everyone. We hope to break down any perceived barriers that may stop talented candidates entering the profession. We benefit from these initiatives because they give us a wider, more diverse base to select our future lawyers from.
We have a number of initiatives to promote fair and open access to all:
With our global reach, we need initiatives that meet the varied needs of all the diverse communities in which we live and work. Some of our most important include:
In the London office we’ve set up Women’s, Pride (LGBT), Working Families, Disability and Wellbeing, and Multicultural Networks. Each network supports our diversity strategy. 23% of our 869 global partners are female.
We launched this programme in partnership with The Brokerage Citylink in January 2010. It’s unique to Hogan Lovells. The programme organises events for students from Years 10 – 12 in 10 London schools outside the traditional 'City' catchment area. We reach out to students of all ethnic backgrounds at schools where a high percentage of the pupils are on free school meals and are likely to be the first in their family to go to university. The programme offers a different activity for each year group from workshops, insight events and work experience placements.
We are a founding sponsor of this programme, run in partnership with The Sutton Trust. It’s aimed at talented students from non-privileged backgrounds. We offer work experience placements at the firm each February half-term.
Building on our involvement in Pathways to Law, we now offer work experience placements each year to first-year university students studying Law.
We’re one of 23 founding law firms of a social inclusion initiative called PRIME that launched in the UK in September 2011. We led the development of PRIME alongside Allen & Overy.
PRIME is a profession-wide initiative that aims to give school-age students from less privileged backgrounds fair access to work experience in the legal sector . We offer three- to five-day work experience places to school-age students through the Pathways and Ladder to Law programmes.
We have a strong record of recruiting people who want to transfer into law from another career. We particularly value the different skill-set that mature recruits can offer. Working closely with the Faculty of Law at Birkbeck, we’ve developed a bespoke open day that enables mature students (many of whom work to support their studies) to meet us to find out more about a career in law.
We welcome applicants from the Open University and always list our vacancies on their website. Many Open University students juggle a range of priorities and many have had careers that bring a diverse range of abilities relevant to law.
We partner with a small number of City law firms to host an annual event comprising workshops, skills sessions and a networking session. The event is aimed at disabled students considering a career in law but who may lack the confidence to apply or see their disability as a barrier. They meet with graduate recruiters and find out more about the application process.
We’re a key sponsor of the 'Great with Disability' website in partnership with My Plus Consulting who organise the OPEN Disability event. The website is a key resource for disabled students keen to find out more about Hogan Lovells and a career in law. www.greatwithdisability.com
We partner with a small number of City law firms to offer informal mentoring to LGBT students considering a career in law. The mentoring scheme is part of the annual DiversCity LGBT graduate recruitment event we support. This comprises interactive workshops, skill sessions, seminars, panel discussions and networking sessions around opportunities in the legal sector for LGBT students.
We partner with Rare Recruitment, an organisation that works with students from many ethnic backgrounds to help them secure vacation schemes, internships and graduate jobs with a number of leading graduate recruiters. We regularly recruit Rare Recruitment students onto our vacation schemes and training contracts.
We partner with a number of ACS at universities throughout the UK. This partnership involves attending events, running skills sessions and inviting students to relevant diversity events hosted at Hogan Lovells.
We offer a two-week programme for students from Africa who have completed an LLM, BCL, MCL or MLF in the UK. The students work in practice areas dealing with African work. To apply, send your CV to Will Spalding
The 2017 programme will take place from 8 – 19 August 2016.
We’ve supported the Warwick University Multicultural Scholars Programme (MSP) since 2010. The scholarships help students’ with living costs and course costs.
The scheme is open to UK students of Pakistani, Bangladeshi, African or Caribbean origin whose household income entitles them to a full maintenance grant. Students attend a MSP open day at the firm.
We are the Official Legal Services Provider for the British Paralympics Association until the end of 2016 including the Rio de Janeiro 2016 Paralympic games.
We accept applications from students who need sponsorship to work in the UK. If necessary, we’ll apply for your certificate of sponsorship (COS) before you start your training contract. However, if you do need a COS, make sure you keep up to date with immigration regulations and requirements as they change continually.
If we offer you a training contract and you need a COS, contact our Trainee Development team immediately to make sure you meet immigration regulations.
If you’ve covered your own work visa application costs, we can give you support to help with these. We also cover work permit costs when you join the firm.
This gives qualified lawyers, who are not admitted as solicitors in England and Wales, another way to qualify as a solicitor of England and Wales. BPP Professional Education provides a QLTS Study Programme that helps you prepare for the QLTS Assessment. This is not a BPP University Programme.
It’s only for students from the EEA and those with indefinite leave to remain in the EU. Non-EU students can still subscribe for a Distance Learning Programme.
We prefer students to complete the GDL and LPC. We do not sponsor the QLTS. If a qualified lawyer doesn’t want to progress through the GDL and LPC, they should go to the main careers page of the Hogan Lovells website and apply for an associate opportunity.
We welcome applications from people who would like to do paralegal work. You’ll need at least a 2.1 degree (or equivalent) and have successfully completed the Legal Practice Course or the Bar Finals. Most of our paralegals work in our commercial dispute resolution and corporate departments, where they carry out discovery work. This can include producing summaries of documents, but also sorting, indexing and photocopying documents. We also occasionally have vacancies in our real estate department.
If you’re a paralegal and would like to apply, send your CV and a covering letter to:
The covering letter should say when you’ll be available for work. Your CV should have a phone number where we can contact you during the day at fairly short notice.
If you have any further questions, please email William Spalding at email@example.com
Can’t find the answer to your question here? Then please email it to our graduate recruitment team at firstname.lastname@example.org