A training contract is a structured, two-year period of training with one employer, usually a law firm, that leads directly to qualification as a solicitor. Qualifying work experience (QWE) is the broader experience requirement under the Solicitors Qualifying Examination (SQE) route: two years of legal work with up to four organisations, confirmed by a solicitor. Under the SQE, a training contract is simply one way to gain QWE. The alternative is to build QWE from other roles, such as paralegal positions, law clinic work or in-house placements. A training contract usually offers more structure, rotation between departments, sponsorship of SQE costs at many firms and a clearer path to a newly qualified role, while building QWE independently offers more flexibility and access for people who don’t secure training contracts, but less structure and no guaranteed job at the end.
This guide is for law students, graduates and paralegals deciding how to qualify. It explains how the two paths work, compares structure, pay, support, competition and outcomes, and helps you decide which suits you. For the detailed QWE rules, see our separate guide to qualifying work experience; this article focuses on the comparison.
How each path works
The training contract
Firms recruit trainees, often one to two years in advance, through vacation schemes and direct applications. Trainees usually rotate through “seats” in different departments, commonly four seats of six months each, under the supervision of solicitors. Many firms sponsor SQE preparation and assessment fees, and some pay maintenance grants during study. At the end, trainees who perform well are often offered newly qualified solicitor positions. Under the SQE, the training contract counts as QWE, and the firm confirms it.
Building QWE from other roles
Candidates combine legal roles to reach two years of experience, for example a year as a paralegal at one firm, six months at a law clinic and six months in-house. Each organisation’s solicitor or compliance officer confirms the relevant period. Candidates usually pay for SQE preparation themselves unless an employer helps. After passing the SQE and completing QWE, they apply for admission and then for newly qualified roles.
Training contract vs QWE: side-by-side comparison
| Training contract | QWE from other roles | |
|---|---|---|
| Number of employers | Usually one | Up to four |
| Structure | Formal programme with seat rotations | Varies by role; often unstructured |
| Breadth of experience | Usually several practice areas | Depends on roles; may be concentrated in one area |
| Supervision | Formal supervision and reviews | Varies; may be less formal |
| SQE costs | Often sponsored by large and mid-sized firms | Often self-funded |
| Pay | Trainee salary, sometimes high at large firms | Paralegal or other role salaries, which vary widely |
| Competition | Highly competitive, especially at large firms | More accessible entry points |
| Timing | Recruited well in advance | Can start as soon as you find a suitable role |
| End result | Often a newly qualified role at the firm | Qualification, then job search for an NQ role |
| Flexibility | Committed to one firm for two years | Can change roles and gain varied experience |
Advantages of a training contract
- Structure and training. Formal seats, supervision and learning programmes help you develop systematically.
- Breadth. Rotations let you try different practice areas before choosing a specialism.
- Financial support. Many firms fund SQE preparation and assessments, which can represent significant savings.
- Clear path to a job. Retention rates vary, but many trainees receive NQ offers from their firm.
- Recognised credential. Completing a training contract at a well-known firm can strengthen your CV.
Disadvantages of a training contract
- Competition. Places at large firms are limited and heavily contested.
- Long lead times. Many firms recruit two years ahead, so you must plan early.
- Less flexibility. You’re committed to one firm and its practice areas.
- Demanding hours at some firms, particularly large commercial practices.
Advantages of building QWE from other roles
- Accessibility. Paralegal and legal assistant roles are more numerous than training contracts, opening the profession to more candidates.
- Flexibility. You can gain experience with up to four organisations and in different settings, such as firms, in-house teams and charities.
- Earning while qualifying. You can work and earn from the start, and some roles pay competitively.
- Starting sooner. You don’t have to wait for a training contract cycle; you can begin as soon as you find a suitable role.
- Specialist depth. Working in one area for an extended period can make you highly capable in that specialism.
Disadvantages of building QWE from other roles
- Uneven quality. Some roles involve mainly administrative work that may not provide the opportunity to develop the required competences.
- Confirmation challenges. You need a solicitor to confirm each period; if supervisors leave or organisations lack solicitors, this can be harder.
- Self-funding. SQE preparation and assessment costs often fall on you.
- Less structure. Without formal seats, you must seek variety and feedback yourself.
- No guaranteed NQ job. After qualifying, you may need to search for a newly qualified position, and some employers may prefer candidates from structured programmes.
How employers view each path
The SQE route has been in place since 2021, and employer attitudes are still developing. Large commercial firms generally continue to recruit trainees into structured programmes, often calling them training contracts or graduate solicitor programmes, and many sponsor the SQE. Smaller firms, in-house teams and public bodies may be more open to hiring paralegals who qualify while working for them, and some actively support existing staff through the SQE.
Recruiters and employers usually focus on the quality of experience rather than the label. A candidate who can show substantive legal work, good supervision and strong references is in a good position regardless of how they gained QWE. Our paralegal career guide explains how to make paralegal roles count.
How to decide which path suits you
Consider these questions:
- What kind of employer do you want to qualify with? If you’re aiming for a large commercial firm, a training contract or graduate programme is usually the main route in.
- How important is SQE sponsorship? If paying for SQE preparation would be difficult, a sponsored training contract has major financial advantages.
- Have you secured a training contract offer? If not, building QWE through paralegal work keeps you progressing while you continue applying.
- Do you value breadth or depth? Training contracts usually offer breadth through seats; specialist paralegal roles can offer depth.
- How soon do you want to start? QWE through other roles can begin immediately; training contracts often start a year or two after recruitment.
Many candidates combine both: they work as paralegals, gaining QWE, while applying for training contracts. If they secure one, earlier QWE may reduce the remaining time needed, depending on the firm’s approach and the SRA rules.
Example paths (hypothetical)
Path A: training contract. A law graduate secures a training contract at a national firm after a vacation scheme. The firm sponsors SQE preparation. They complete four seats over two years, pass the SQE and qualify into the firm’s employment team.
Path B: paralegal QWE. A non-law graduate self-funds SQE1 preparation, then works as a paralegal in a litigation team for 18 months and in a regulatory team for six months at another firm. Both periods are confirmed. After passing SQE2, they apply for NQ roles, using their litigation experience as a selling point.
Path C: hybrid. A graduate works as a paralegal for a year, gaining QWE, then secures a training contract at the same firm. The firm takes account of the earlier experience, and the graduate qualifies sooner than a standard two-year programme.
Each path can lead to a strong career; the best choice depends on opportunities, finances and goals.
Making the most of either path
If you’re on a training contract
- Treat each seat as an opportunity to learn a new area and build relationships.
- Ask for feedback regularly and act on it.
- Think about qualification early. Most firms ask trainees for seat and NQ preferences well before the end of the contract.
- Plan SQE study around seat changes and busy periods if you’re taking the assessments during the contract.
If you’re building QWE independently
- Choose roles carefully. Ask about the proportion of substantive legal work before accepting.
- Agree confirmation early with a named solicitor and keep a detailed QWE log mapped to the Statement of Solicitor Competence.
- Seek variety within your roles, such as drafting, research and client contact.
- Budget for the SQE and consider asking your employer for study support or leave.
- Network for NQ roles before qualifying, so you have options ready.
Questions to ask employers
Whichever path you pursue, ask employers specific questions before accepting an offer.
For training contracts:
- How many seats are there, and how are they allocated?
- Does the firm sponsor SQE preparation and assessment fees, and is there a maintenance grant?
- How much study leave is given before SQE1 and SQE2?
- What proportion of trainees have been offered NQ roles in recent years?
- Does the firm take earlier QWE into account?
For paralegal or other QWE roles:
- What proportion of the work is substantive legal work?
- Which solicitor would confirm my QWE, and how will they review my work?
- Has the organisation confirmed QWE for other staff?
- Is there support for SQE study, such as paid leave or contributions to fees?
- Are there opportunities to qualify and stay on as a solicitor?
The answers make it much easier to compare offers on substance rather than salary alone, and they show employers that you’ve thought carefully about your development. Keep notes on each answer, because offers can arrive close together and details are easy to confuse when you’re deciding quickly.
If you receive both a training contract offer and a paralegal role with QWE potential, compare the long-term picture: where you want to be two years after qualifying, which option better supports that goal and how much financial support each provides. A slightly lower salary with full SQE sponsorship and a strong record of NQ retention may be worth considerably more over time.
Talk to recent trainees or paralegals at each employer before deciding.
Common mistakes
- Waiting only for a training contract when building QWE could keep you moving forward.
- Accepting roles with little legal content that may not count as QWE.
- Using up the four-organisation limit with very short placements.
- Ignoring SQE costs when comparing offers.
- Not planning for the NQ job search after qualifying through independent QWE.
- Relying on outdated information about the old LPC and training contract route; check the SRA’s current rules.
Pay comparison
Trainee salaries vary widely: large City and international firms typically pay the most, while regional and high-street firms pay less. Paralegal salaries also vary by employer, location and experience, and some experienced paralegals earn as much as or more than trainees at smaller firms. When comparing options, look at total value: salary, SQE sponsorship, study leave and the likelihood of an NQ offer. For a broader view of legal pay, see our paralegal salary guide.
FAQ
Is a training contract still necessary to become a solicitor?
No. Under the SQE route, a training contract is one way to gain qualifying work experience, but you can also build QWE through other legal roles.
Do training contracts still exist under the SQE?
Yes. Many firms still offer training contracts or similar structured programmes, which count as qualifying work experience.
Is QWE from paralegal work respected by employers?
Many employers value substantive paralegal experience, especially in the same practice area. Quality of work and references matter more than the label.
Can I start QWE before getting a training contract?
Yes. QWE can be gained before, during or after the SQE, and earlier experience may count toward your total.
Takeaway
A training contract offers structure, breadth, frequent SQE sponsorship and a clearer route to an NQ job, but it’s competitive and requires early planning. Building QWE from other roles offers accessibility, flexibility and earlier earnings, but you must manage quality, confirmation and costs yourself. Many candidates combine both approaches. Choose the path that matches your target employers, finances and goals, and plan carefully to make every month of experience count. For the qualification steps in full, see our guide to becoming a solicitor.
