Why I think every lawyer should learn a language

There are over 7,000 languages spoken across the globe. Why, in an industry with communication and collaboration at its core, would you only want to speak one, asks Katie O’Brien, law and Spanish student at the University of Strathclyde.

Throughout school I often felt pressured to find my niche, scrambling to hone in on one singular thing. I failed to see the beauty of my wide-ranging passions. When I turned 18, leaving school and most of the pandemic woes behind me, I was faced with a seemingly monumental decision, what now?

Only through my own research did I stumble upon studying Law and Spanish at University. Law was a combination of my love of English, history, and politics whilst Spanish allowed me to continue learning a language I cared so deeply about in school.

At the time it seemed like the best of both worlds. What I didn’t expect however was that these two worlds would slowly start to blend and overlap. Now as I approach the end of my second year of study, they have become so interconnected I fail to see how one could ever exist without the other.

The use of language is crucial to any legal system. We use it to create statute, to interact with clients, to advocate for people in courts. We are constantly interpretating it differently to minimize or expand our tolerance for certain behaviour. This is why judges will often apply different meanings to even the smallest words.

 

Equally, cases will turn on these alternate meanings to make significant decisions. Decisions which may have been wholly different if every word remained unchanged. Areas of family law, for example, highlight very clearly the role language plays in defining and reflecting changing social attitudes.

Today, language interpretation allows for a more expansive view of what is considered family or marriage, than what would have been even 10 years ago. Regardless of context, it is vital that as people change, the law changes too and language use is always the first step in doing so.

Despite this, whilst law continues to be an attractive career path for young people, languages are often seen as useless in comparison. But the two go hand in hand, and our view of language learning should reflect this.

Languages have broadened my capacity to understand people, their behaviour and attitude towards society. I believe that having a well-rounded view of humanity, our differences as well as what defines us as a collective, will aid me to become a far more understanding, flexible and perceptive lawyer. Compassion lies within the heart of law; above anything else, clients want to feel like you care about them.

Dan Jurafsky, the chair of the department of linguistics at Stanford University says, “discovering what’s universal about languages can help us understand the core of humanity”. Therefore, if we accept the premise that understanding and demonstrating empathy is at the heart of being a good lawyer, we must also accept the role languages play in creating and embedding such values within us.

If this doesn’t entice you to pick up a language, the increase in your professional value might. Speaking a second language will set you apart from other candidates when trying to secure a training contract, and your ability to communicate with the locals, translate and review foreign documents will certainly make you a frontrunner when it comes to overseas seats.

As more firms offer international secondments, and as the idea of globalisation continues to have a firm grasp on the industry in general, there is no better soft skill to have than another language.

The significance of language in the legal sphere and the advantages it brings is undeniable. Understanding more than one legal system, language and culture can open up a world of opportunity. The relationship between law and language is one of mutual exclusivity. Thus, it is crucial for future lawyers to know that choosing to do both is not only viable but extremely important. For me, law is a vehicle for change and language is the tool.

 

No Russell Group? No problem.

Ben Follows, law student at the University of Leicester, challenges the rhetoric that the prestige of attending a Russell Group University trumps all else when it comes to job applications.

All too often I hear that if you don’t attend a Russell Group University or Oxbridge you will be at a disadvantage when applying for jobs. This myth is outdated and does not reflect the reality of the abundance of real-world opportunities available to students, regardless of where they study.

Firstly, some context. I am a final year LLB law student studying at the University of Leicester and an aspiring criminal barrister. I am also the chairperson for Leicester University Law Society (LULS) and actively take part in several extracurricular opportunities at Leicester Law School.

When applying to university I received offers from Leeds, Durham and Bristol, and was also interviewed at the University of Cambridge. I chose the University of Leicester after visiting each university’s open day. Leicester Law School showed me that it could offer more than just a law degree and provide me with the necessary opportunities to build a successful career.

I was particularly impressed by the award-winning pro bono society and the competitions run by the LULS, such as advocacy, mooting, mock trials and client interviewing. The level of support for these initiatives set Leicester Law School apart. I felt confident that I would be able to embrace these opportunities without having to worry about the demanding academic pressures of a Russell Group university.

I have never agreed with the notion that a law degree from a Russell Group university is the only way to ensure a successful career in the legal profession. This is because, while the Russell Group universities are well respected and are often ranked top in the UK, high-quality education and the opportunities available to law students are not limited to these institutions. All LLB students, regardless of where they are studying, have to undertake the ‘core modules’ of law. The content of the courses is the same, the only thing that differs between these institutions is the style of teaching.

There are many other reputable universities that offer excellent law degrees and provide opportunities for students to gain practical experience and build their skills. In fact, many law firms and organisations actively seek out graduates from a wide range of universities, as they value diversity of thought and a range of perspectives in their workforce.

Another important factor to keep in mind is the changing application procedure in many law firms. In recent years, there has been a shift towards blind applications, where personal information such as name, gender, and educational background is removed from applications. This process aims to reduce bias and ensure that all applicants are evaluated solely on their merits and abilities.

This change in the application process has levelled the playing field for law students from all universities, including non-Russell Group institutions. Law firms are more likely to focus on the skills and experiences that a candidate has gained, rather than where they attended university.

It is therefore now more important than ever for law students to focus on developing their skills, gaining practical experience, and building a strong network, rather than relying solely on the name of their university. Blind applications provide an equal opportunity for all law students to showcase their abilities and secure a successful legal career.

Here are some of my tips to help law students succeed:

Seek out opportunities for practical experience: participating in advocacy competitions, work experience, internships and can provide valuable hands-on experience and help students develop their essential legal skills.

Build a strong network: attend networking events, join law-related societies and organisations and reach out to alumni from your law school to build a network of contacts in the legal profession (join LinkedIn if you have not already)!

Develop a niche area of expertise: focus on a specific area of law that interests you, such as environmental law, human rights law, or corporate law, and gain experience and knowledge in that area.

Stay up to date with legal developments: Regularly read legal journals and news sources, attend conferences and seminars and participate in continuing education programs to stay informed about the latest developments in the legal profession.

Be proactive: Don’t wait for opportunities to come to you; actively seek out new challenges and experiences, and take the initiative to make things happen, especially programmes targeted at non-Russell Group universities.

Training contract programme insight sessions with Cripps

Join us online at one of our insight sessions to find out more about Cripps and our training contract programme.

This year we will be running three insight sessions. Each session will run through the structure of our training contract programme and the recruitment process. Lawyers from one of our three divisions (corporate; real estate and private client) will also be joining the session to talk about the work they do and what it is like to work in that division. Finally, there will be a Q&A session with current NQs and trainees.

To register for a session, simply click on the relevant link below and complete the form. You will then receive an email with joining instructions. You can attend as many sessions as you want.

If you would like to submit a question in advance for the session, please contact Annabel Goh at [email protected].

Commercial real estate focus

Date: Wednesday 8 March 2023
Time: 5pm
Register your place

Private client focus

Date: Tuesday 14 March 2023
Time: 5pm
Register your place

Corporate/commercial focus

Date: Wednesday 26 April 2023
Time: 5pm
Register your place

Further information

The recruitment window for our training contract programme is now open and closes at midnight on 7 July 2023.

If you have any queries about our training contract programme or the insight sessions, please contact Annabel Goh (emerging talent manager) on +44 (0) 1892 506 063 or email [email protected].

The most diverse and inclusive law firms

February is LGBT History month. So, in this week’s blog we look at the firms that topped the Future Lawyers diversity and inclusion charts this year.

Each year we ask trainee solicitors across the UK to rank their law firms in 12 different categories. One of the most important categories is inclusiveness.

If an inclusive workplace is high on your agenda (and frankly it should be!), take a closer look at these Future Lawyers Winners firms to find out what they’re doing to make all staff feel included. Many firms have added a specific diversity section to their profile which details how they are furthering their diversity and inclusion initiatives.

Diversity and inclusion winners 2023

At Cooley, said one trainee ‘the inclusive and collegiate culture allows me to feel comfortable asking questions, which is crucial for me to learn’

One of the best things about Vinson & Elkins is ‘the friendly nature and approachability of all staff members and the collegiate atmosphere’

A Crown Prosecution Service trainee said:  ‘I spent some time in a commercial law firm and didn’t like the ethos, CPS has provided such a wonderful environment to train in’

At Mills & Reeve the ‘forward-thinking and inclusive culture’ is spoken of highly

London, Bristol and Reading firm Osborne Clarke values ‘equality, sustainability and people’

Several trainees chose TLT because of its ‘inclusive culture’

Likewise, Latham & Watkins recruits touted the ‘diverse and inclusive culture’ as one of the best things about the firm

Stephenson Harwood‘s inclusive environment helps to keep morale high at the City of London firm

Dechert has ‘a positive learning environment’ which is described as ‘open, relaxed and inclusive’

Bryan Cave Leighton Paisner ‘fosters a genuinely diverse and inclusive environment and doesn’t just pretend to’

At Burges Salmon, everyone is ‘so friendly’, ‘regardless of role or seniority’ and ‘there is a genuine sense of collaboration and working towards a common goal’

Leathes Prior‘s standout feature is ‘the culture: it’s easy to feel relaxed and comfortable being yourself in the workplace’

These are the firms that earned Future Lawyers Winners medals this year. Many more firms scored highly in the diversity and inclusion category. See our winners’ table to find out more.

What is a solicitor apprenticeship?

A solicitor apprenticeship is usually a six-year programme comprising a combination of on-the-job training and studying, at the end of which you will qualify as a solicitor.

The idea behind solicitor apprenticeships is to make careers in law more accessible. An apprenticeship also offers the opportunity to ‘earn while you learn’, so that you don’t have to start your legal career drowning in student debt.

Apprenticeships have been growing in popularity in recent years. Taylor Wessing is one of the latest firms to announce that it is launching an apprenticeship scheme.

Level 7 Apprenticeship

This is the most common type of apprenticeship offered by law firms at the moment. It is aimed at students who have completed their A-Levels but who have not yet done an undergraduate degree. Paralegals and chartered legal executives can also take this route.

Apprentices will also need to pass the Solicitors Qualifying Examination (SQE) before being admitted as a solicitor.

Level 7 apprenticeships will take six years for school leavers to complete. Apprentices who have already gained some legal experience may be able to cut this time down.

How does the solicitor apprenticeship work?

Apprentices will spend approximately 80% of their time working in a law firm, and the other 20% at law school or college studying for academic qualifications. In practice, this could mean four days in the office and one day at college.

As part of the academic portion of the apprenticeship, you will study modules such as tort, contract and criminal law, alongside practical legal skills.

How much can I expect to earn as a solicitor apprentice?

Salaries for solicitor apprentices start from around £20,000 in London and £14,000 outside of London

Where can I do a solicitor apprenticeship?

Here is a list of Legal 500 Future Lawyers firms currently offering solicitor apprenticeships. Please note this list is not exclusive and you should check each individual firm website:

Addleshaw Goddard

Bevan Brittan LLP

Burges Salmon

Charles Russell Speechlys

CMS

Fladgate

Hill Dickinson

Irwin Mitchell

Kennedys

Mayer Brown

Michelmores

Norton Rose Fulbright

Osborne Clarke

RPC

TLT LLP

End of the road for Womble Bond Dickinson merger talks with BDB Pitmans

Merger talks between Womble Bond Dickinson (WBD) and BDB Pitmans have been called off, the firms announced on Wednesday (1 February) in a joint statement.

Talks of a combination first became public in October 2022, when a story on RollOnFriday prompted WBD and BDB Pitmans to confirm that they were in discussions around a potential merger, albeit early stage.

In the new statement, the firms said: ‘Womble Bond Dickinson and BDB Pitmans announce today that they have decided not to proceed further with their proposed merger. After extensive discussions on the combined proposition, both firms have decided that the best path forward is to remain independent of each other. Excellent relationships have been established and the firms will continue to work closely together in the future.’

No details were given as to why the talks fell over.

As Legal 500 data from late last year revealed, the two firms complemented each other in some notable ways. A combination offered Pitmans access to the US market, while WBD would have expanded its offering in the UK. In particular, WBD has little presence in the southeast and east of the country, while Pitmans is active in Southampton, Reading, and, since acquiring King & Wood Mallesons (KWM)’s office there in 2017, in Cambridge. The two firms also share strengths in real estate, particularly planning, and in private client work.

But, as with any proposed merger, there were always going to be disparities. First, while WBD has offices in the UK and the US, Pitmans has no presence outside the UK. Second, and more significant, there is a gulf between the two firms in terms of both headcount and turnover. WBD employs 888 lawyers, including 218 equity partners and 171 non-equity partners, with a total revenue in 2021-22 of £379m. Pitmans, by contrast, posted revenues of £53.3m, and is home to 235 lawyers, with 50 equity partners and 20 non-equity partners. Moreover, Pitmans’ revenues slumped 3% in the 2021-22 financial year, while WBD’s increased by 2%.

All this means that the proposed merger made sense: a combination firm would have had a top line of over £430m, and over £160m in the UK alone. But it also highlights that any eventual union would not have been one of equals.

A merger is, of course, a major upheaval for both firms involved. Even early-stage talks can be all it takes to upset the applecart and send partners searching for pastures new. A case in point is the ongoing exodus from Shearman & Sterling amid rumours of an upcoming tie-up with Hogan Lovells. Neither WBD nor Pitmans is a stranger to this process. WBD was established in 2017 when US firm Womble Carlyle Sandridge & Rice joined with UK-based Bond Dickinson, and Pitmans in its current form is the product of the 2018 union of Bircham Dyson Bell and Pitmans. But it may be that, especially in the context of reduced dealmaking on both sides of the Atlantic, both firms opted for the stability of the known over the risks of the unknown.

[email protected]

This story first appeared on Legal Business

What is the SQE and what does it entail?

The Solicitors Qualifying Exam (SQE) was introduced in September 2021 to replace the old legal education system of undertaking the GDL and LPC.

The SQE is split into two parts: SQE1 and SQE2. Candidates will also need to complete two years of qualifying work experience (QWE) before applying to the Solicitors Regulation Authority (SRA) to be admitted to the roll of solicitors.

SQE1

In SQE1 you will be tested on ‘functioning legal knowledge’, which tests your application of law based on realistic client-based scenarios in multiple choice questions.

The assessments will cover subjects you will have studied on a law degree or a conversion course, as well as the vocational practice areas in stage 1 of the LPC.

SQE1 is split into two Functioning Legal Knowledge (FLK) assessments. These assessments will take the form of multiple-choice papers with 180 questions each, covering all aspects of the SQE1 syllabus.

FLK 1 will cover:

  • Business Law and practice
  • Dispute Resolution
  • Contract
  • Tort
  • Legal System of England and Wales
  • Constitutional and Administrative Law and EU Law and Legal Services
  • Ethics and Professional Conduct (examined in both)

FLK 2 will cover:

  • Property Practice
  • Wills and the Administration of Estates
  • Solicitors Accounts
  • Land Law
  • Trusts
  • Criminal Law and Practice
  • Ethics and Professional Conduct (examined in both)

You must pass SQE1 before being eligible to sit the SQE2 assessments.

SQE2

In SQE2 you will be tested on six practical legal skills required for practice, including:

  • Interviewing (with written attendance note/legal analysis)
  • Advocacy
  • Legal research
  • Legal drafting
  • Legal writing
  • Case and matter analysis
  • The above skills will be tested across the practice areas of:
  • Criminal Litigation
  • Dispute Resolution
  • Property Practice
  • Wills and Intestacy, Probate Administration and Practice
  • Business organisations, rules and procedures

The exam takes place over five days

‘With economic downturn, the need to pull the trigger on claims intensifies’ – leading City litigators look at the key disputes trends for 2023

‘Disputes arise when there is disruption, and it seems to me there’s just about every type of disruption at the moment.’

With this, Julian Copeman, a disputes partner at Herbert Smith Freehills neatly summarises market expectations for 2023. It’s going to be a busy year.

From the war in Ukraine, to soaring inflation, interest rate hikes and a cost of living crisis, business conditions couldn’t be much more precarious. Add in a steady trickle of litigation from the Covid pandemic and litigators are predicting a boom year.

As Hogan Lovells financial services litigation partner Alex Sciannaca comments: ‘In normal years, parties may choose to sit on the fence for a period before launching claims, but with the economic downturn, and financial pressure building on some businesses, it may not be possible to do that – the need to pull the trigger on claims sooner rather than later intensifies.’

In the same way that many of the disputes stemming from the financial crisis only got going in the 2010s, they predict that 2023 will see a number of cases starting that relate to breach of contract due to Covid.

‘When the credit crunch hit in 2008, everyone was asking: “Where’s the litigation? You’d expect to see litigation arising,” explains Copeman. ‘It didn’t happen in 2008, there was just a lot of running around and trying to solve immediate issues. But it came through in the early 2010s and then there were years of litigation that ended in about 2018. Now there will be disputes that will start and last for the next few years.’

It’s a viewpoint shared by many of his peers in London. Mark Sansom (pictured, centre), Freshfields Bruckhaus Deringer’s London head of dispute resolution and co-head of the global competition litigation group, says that he ‘has not known a time where it’s been as busy as it is now in over 20 years’, adding that ‘certain areas are off the charts in terms of level of activity. We are incredibly busy right across London.’

Simmons & Simmons UK disputes head Patrick Boylan points out that while the last few years have been boom times for M&A, ‘the economic climate is very different now than it was when people were entering into these deals’. In his view, the sight of heavy clouds on the economic horizon will likely encourage clients to seek potential redress through dispute resolution.

But while partners may be expecting a boom in disputes work generally, there are a number of trends in particular that they identify. Here, we take a look at where litigators expect to be busy in 2023.

ESG – related disputes

According to Linklaters’ global disputes head, Alison Wilson (pictured, left), ESG-related disputes have been defining the global disputes market since 2020. She adds: ‘There’s been an increase in greenwashing claims, activity against states for climate inaction, and interest from other regulatory authorities including the Competition and Markets Authority and the Advertising Standards Agency for false advertising claims.’

Sciannaca warns that companies need be aware that they ‘could potentially be liable for acts of overseas subsidiaries, and also need to undertake appropriate due diligence and monitoring of overseas suppliers to ensure that anti-bribery and corruption standards are met. Claims by NGOs could pose particular challenges, as their motivation for taking legal action may extend beyond financial redress to a desire for meaningful change.’

According to partners, they are now seeing disputes mandates across the E, the S and the G, including ESG compliance work and supply chain disputes around sustainability and modern slavery issues.

Group litigation

The rise of group litigation has been one of the big stories in disputes in recent years, and lawyers expect this trend to continue in 2023, particularly in areas such as competition. ‘We will continue to see a growth in collective proceedings actions,’ notes Mark Molyneux, head of disputes at Addleshaw Goddard, ‘especially in the tech space.’

Freshfields global head of dispute resolution, Sarah Parkes (pictured, right), adds that 2023 is likely to be the year when class actions activity in the UK hits maturity, with cases going to trial and settlement details emerging. She comments: ‘The mass claims in all their forms, all those proceedings will come-of-age. In the last year or so, you’ve seen Merricks v Mastercard go up to the UK Supreme Court and back on threshold legal issues – you’ll now see some of those cases actually go through the trial process.’

Litigation funding

With general disputes activity and group litigation looking busy, it’s unsurprising that litigation funding activity is also expected to boom. Sciannaca says there are an ‘increasing number of clients considering litigation funding as a route to pursuing claims, including those that wouldn’t normally have been interested in it’.

Copeman adds: ‘In troubled times people look to invest in things that seem safer. The funders have a spread of cases, they know what they’re doing in terms of spreading risk, so money will keep flowing towards litigation funding, and in the last few years that’s become a force within the market.’

Competition litigation

Competition disputes have been increasing in recent years and many predict this to continue. At Linklaters, Wilson says: ‘the competition litigation sphere will be extremely interesting. It’ll be interesting to see how the competition appeals tribunal deals with the increasing number of non-traditional claims. There’s been a move away from only traditional competition claims, such as price fixing or abuse of dominance, to broader allegations of unfair trading practices.’

Copeman highlights the shift towards competition class actions, pointing out the Meta claim that his firm is advising on. ‘You’re seeing these claims against Big Tech being fashioned as competition claims, and contentious competition litigation.’

Over at Travers Smith, dispute resolution partner Toby Robinson comments: ‘I expect funders to continue to see competition claims as potentially fertile, if uncertain, ground.’ However, he warns that ‘funders aren’t charities – as long as there are problems establishing damages, they’ll be reluctant to fund claims’.

Crypto & blockchain

Digital assets, blockchain and crypto-related claims are also increasing, according to Sciannaca. He points out that one consequence of this increase is that ‘the English courts have been asked to grapple with some tricky issues concerning frauds perpetrated by unknown persons, including the hacking of crypto wallets – and we are seeing the law adapt to allow the victims of fraud to pursue their claims, despite the inherent challenges these types of case present. We’ve seen some progressive thinking from the commercial courts in England, and London could well become a destination of choice for digital asset disputes, where jurisdiction allows for it.’

The high-profile collapse of cryptocurrency exchange FTX has had what Damian Taylor, disputes partner and co-head of international arbitration at Slaughter and May, calls a ‘ripple effect’ across the sector. He continues: ‘Because it’s so new there isn’t really law there’, so investors trying to get their money out of crypto exchanges may find themselves navigating knotty and tortuous paths without clear and well-trodden routes.

Investigatory activity

The final trend that Wilson anticipates is an uptick in investigatory activity. She concludes: ‘The post-pandemic period across the market as a whole saw a decrease in regulatory activity, but we’re starting to see this pick up again, and the FCA is looking to clear some of the longstanding investigations that it has been managing as the new director of enforcement comes in in April.’

[email protected]

[email protected]

This article first appeared on Legal Business

‘A super guy’: Cleary hires Travers Private Equity head Shawyer as City hiring spree continues

Cleary Gottlieb has brought in Travers Smith’s respected head of private equity Ian Shawyer (pictured) well to strengthen its City practice, as the firm continues its recently redoubled strategy of strengthening its corporate bench.

A Travers stalwart, Shawyer has spent almost all of his 25-year career at the firm, save for a brief stint at Weil Gotshal in 2005. His expertise spans a range of deals including leveraged buyouts, consortium deals, bolt-on acquisitions and carve-outs, while his client list includes Bridgepoint Development Capital and The Carlyle Group.

While Cleary’s reputation in the City has historically been one of cautious growth, Shawyer is the second corporate heavyweight to join the City office in recent months. In November, the firm caused a stir when it hired M&A guru Nick Rumsby from Linklaters.

Speaking to Legal Business, Cleary partner Tihir Sarkar pointed to Shawyer’s excellent market standing as a driver: ‘We are really glad to get Ian, and he is a really important part of our strategy in the PE market. Ian’s PE through and through. He’s been a part of the PE community for two decades. He is also a super guy, we are a very collegial/collaborative firm and place a lot of emphasis on fit in our process and it became apparent very early on that Ian did too. We are very collegiate, and in that way we are similar to Travers. Ian fits in really well in that regard. There are also some great client synergies as well as the potential to develop more.’

Shawyer’s arrival came amid a banner week for Cleary’s City office. The firm also bolstered its restructuring practice, as Solomon Noh and Alastair Goldrein joined from Dechert. Noh focuses on the representation of private capital funds and bondholder groups in distressed debt situations around the world, while Goldrein brings more than a decade of experience of creditors, sponsors, insolvent companies and insolvency practitioners on international restructurings, insolvency and corporate rescues.

Despite the flurry of new recruits, Cleary remains wedded to its long-term strategy of sustainable growth. ‘We are still committed to organic promotion within the firm; we promoted Naomi Tarawali and Chrishan Raja at the start of January. Ian and Nick were long term searches that coincidentally came together in a short time period, as were Solomon and Alastair. We still have great candidates internally that we will look to develop, and the new arrivals can help with that,’ Sarkar added.

For Travers, Shawyer’s departure is a further blow to its well-regarded PE group after leading light Paul Dolman, commonly thought to be a Travers lifer, left for Latham & Watkins in January 2021.

[email protected]

This article first appeared on Legal Business.

Taylor Vinters Virtual Pop-Up Sessions

Thinking about applying for a training contract at Taylor Vinters?

Now you can book a 15-minute online session with a current trainee working at the firm to ask those all-important questions that will help you make up your mind.

A 15-minute chat with a trainee who can answer your most pressing questions and give you a clear idea of what you can expect at Taylor Vinters, and what we’d expect from you. It could turn out to be the best quarter of an hour you’ve ever spent.

Find out more.