FAQs

We currently plan to run two summer 2022 vacation schemes, both between 4th and 22nd of July. Both schemes will be one week long and we typically have 6 or 7 graduates each week. These weeks will be used to select our future trainees from those that apply for a training contract with us. Our ability to host the vacation scheme in the office will depend on government guidance in place at that time.

31^st January 2022.

We pay £250 per week to cover expenses.

ABB at A Level and a 2:1 at degree level.

Unfortunately, if the deadline is passed, we do not accept further applications.

Not at the moment.

No, all applications must be submitted through our online applications.

We are happy to work with you on adjustments that you might need, please email applications@foxwilliams.com and someone from the graduate recruitment team will be in touch.

We respond to all applications whether successful or not. Please bear with us and you will hear back.

Our training contract process is primarily for those not yet qualified in any jurisdiction. The QLTS is the process for becoming admitted as a solicitor in England and Wales if you are already qualified in another jurisdiction, please see the SRA website for more details.

We do not automatically reject anyone that has applied before, sometimes additional experience may mean your application will score higher and you may be successful the second time around.

We are interested in applications from people with varied qualifications, however, applying for a training contract with us if you are qualified in another jurisdiction is not what our process is aimed at.

Sorry, we do not.

We do not sponsor the GDL. We will cover the costs of the LPC if you have not yet started this qualification. We do not fund the LPC retrospectively. We are not currently offering financial sponsorship of the SQE as a route to qualification.

Sorry we do not.

We do not ask future trainees to study particular electives.

Yes, we do stay in regular contact with our future trainees and we invite them to twice yearly social events with our current trainees. We also appoint a buddy trainee from our existing trainees to stay in touch with you.

Typically, we have seven trainees in total at any one time. We may hire anything between two to four per intake.

Usually two – March and September.

£39k in year one rising to £41k in year two.

Usually those trainees in their second year have first choice as they are considering where to qualify. The seats that are available to first year trainees depend on where the business needs trainees and what seats are available. Trainees have their choice for at least two out of the four seats and often trainees do get three seats as chosen by them (although sometimes in a different order).

We do not usually offer secondments as we prefer each trainee to complete a full 24 months in four seats, learning as much as possible at Fox Williams before they qualify.

Absolutely, we have a volunteering scheme where each employee is entitled to half a day per quarter on volunteer leave to either volunteer with one of our chosen charities or to volunteer at a charity of their choosing.

We try to retain all our trainees on qualifying. Spaces for NQ positions do depend on business need in each department and where the trainee wants to qualify into a certain department we will do all we can to make this happen. Sometimes two trainees want to qualify into the same department and that might mean we only are able to retain one of them if there is not sufficient work to make a business case to do so.

We are currently adapting to a more agile, hybrid approach to work but have not yet agreed our split of working from home and working in the office. Currently all team members can split their time between home and office and although there is no reason why this would not apply equally to trainees, we encourage all of our trainees to attend the office as much as possible to get the most out of in-person learning and supervision, attending client meetings and BD and marketing events.

We use a contextual recruitment tool, to ensure equal opportunities for all our applicants. The tool, called REALrating has been created by upReach, a social mobility charity. It considers academic performance in the context of factors such as school attended and background and gives employers a fairer measure of academic achievements than exam grades alone.