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Ahead of this week’s virtual event, Ashurst’s UK Head of IP and Digital Economy partner, Sunny Kumar, discusses his varied career and how his passion now lies with IP law

Ashurst’s Sunny Kumar joined the firm as a consultant in January of this year, with plans to leave after six months. But his plans quickly changed. “I instantly felt drawn to the Digital Economy team and what they offered me as an intellectual property lawyer”, says Kumar who now heads up the office’s busy IP team.

Discussing what the Digital Economy team’s work entails, Kumar tells me that it “focuses on businesses which have tech at their core”. The team itself is composed of five divisions — digital infrastructure, commercial contracts, IP, data protection and fintech, with each of these headed up by a partner. He reveals that one of the team’s biggest clients is Meta, and that he’s recently been appointed as IP counsel on the Meta panel.

Ashurst

One of the things Kumar enjoys about the Digital Economy team is the opportunity for crossover with IP — “a tech-driven client might want our expertise on their complex IP licensing matters but simultaneously have questions concerning service contracts and laying undersea cables for wireless connections”, he details. While a lot of other firms would approach this by putting members from individual IP, corporate and TMT teams together, Kumar points out that having a Digital Economy team allows for a more integrated approach. “We can service all of these needs as one team comprised of like-minded peers who understand both the tech, legal and regulatory elements”, he details.

Applications for Ashurst’s Winter Vacation Scheme 2023 are now open and close on 29 September 2023

It’s not just the Digital Economy team that prompted Kumar’s decision to stay on, but the culture at Ashurst as well. “As a firm we are very entrepreneurial. We have the opportunity to go and make something of ourselves with the support of the firm,” he notes. Kumar came to Ashurst because the firm wanted to expand its IP offering in London and globally, which presented an exciting opportunity for him. “The partnership is exceptionally collaborative with a great mix of younger energy coupled with deep sector expertise, meaning great ideas and solutions come out of it”, he explains.

As the firm’s UK Head of IP, Kumar doesn’t just work with clients just in the Digital Economy team, but has a broader involvement, also covering work with clients in the life sciences sector, something of special interest to him given his background as a scientist. He often advises clients on their complex copyright and brand-related matters too, something he really enjoys, having first experienced such work during his time as an in-house lawyer at the BBC. IP disputes in this area are at the cutting edge given the use of generative AI tools and the metaverse, which throw up all sorts of copyright and brands-related issues. Disputes in this area is something he is advising more regularly on, Kumar tells me.

Seeking a new challenge and feeling it was time to move on, Kumar shifted from the world of science to law. Confessing this wasn’t entirely out of the blue, Kumar says, “I come from a family of lawyers, my grandfather was a lawyer and my brother is too”. Given his strong science background, the attraction to IP law was only natural. However, for those seeking to establish themselves in an IP practice, “science degrees aren’t necessarily important — there’s more to IP than just life sciences”, Kumar clarifies. His main draw to IP right from his training contract, through to his time at the BBC and then in City law came from the practice area’s broad scope. “I felt straightaway that working as an IP lawyer meant working in a practice area which contributed to the future, and this excited me”, he recalls.

Applications for Ashurst’s Summer Vacation Scheme 2024 open on 2 October 2023 and close on 5 January 2024

I also asked Kumar on the differences between an in-house and a City law practice, given his experience in both. “I think a lot of people see in-house as an easier option. I completely disagree with that”, he says candidly. “When you’re working in-house, you only have one client to service, the business, rather than having several external clients, as you would in a law firm. But you have to keep in mind that people in the business will go home around 6pm. So every instruction, document and input required or needing to be actioned needs to be done between 9am and 5:30pm, and so it can get incredibly pressurised during that time frame. This is something private practice lawyers are often (but not always) immune from”.

Kumar contrasts this with life at a law firm, where you have the ability to spread the pressure over longer hours. There’s also a distinction in the type of work on offer, with Kumar noting that working in-house entails a “stronger connect to the heart of the business, having inputs on commercial decisions and strategy”.

Hence, while working in-house often requires providing quick advice to the business, Kumar says he prefers the belt and braces approach followed in a City law firm. “I enjoy having the time to explore a matter in-depth and provide clients with more considered advice on often complex matters which inhouse teams may not always have the bandwidth for”, he notes. “I also missed the variety of work, being able to apply my knowledge across different sectors”.

Applications for Ashurst’s London Training Contract September 2026 and March 2027 open on 8 January 2024 and close on 29 March 2024

Drawing on the theme of Legal Cheek’s virtual event in partnership with Ashurst this week, I asked Kumar about the opportunities and challenges for businesses, given the increasing confluence between the physical and the digital economy.

“The main opportunity is that businesses are able to reach a larger number of consumers and customers, and do so in a quicker way. But alongside that, come the challenges of keeping up with and foreseeing the regulations governing business operations. Additionally, from an IP perspective, there’s also the question of how businesses can protect their copyright protected works and brands in an era of Web 3.0 (and probably 4.0!)”, details Kumar “While these are exciting times, the key aspect is to keep up with all the technological and regulatory (sometimes lack of) changes occurring.”

So, what advice does Kumar have for those seeking training contracts? His top tips are selectivity and proactivity. “Be considered in your search and apply to the right firms for the practice area that you are interested in,” he suggests. “Engage with those firms, attend insight days and speak to trainees and associates. Never feel like you can’t email HR and request to speak to a trainee or an Associate to help answer your questions so as to inform your decision making. Lawyers may be busy and take time to respond, but most of the time, we will get back to you”, he assures.

Sunny Kumar will be speaking at ‘Digital Economy – with Ashurst’ a virtual student event taking place this Thursday (14 September). Apply now.

Applications for Ashurst’s Winter Vacation Scheme 2023 are now open and close on 29 September 2023

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Travers Smith and Ashurst have become the latest City law firms to increase the salaries of their newly-qualified (NQ) solicitors.

NQ pay at Travers Smith has risen from £105,000 to £110,000, a £5,000 or 5% increase. Whilst NQ pay at Ashurst has risen marginally higher from £105,000 to £115,000, a £10,000 or 10% increase.

A spokesperson for Ashurst said: “We carefully monitor and review our pay structures to attract and retain talent and remain competitive. We are pleased to confirm our basic pay for newly qualified lawyers in London will be at least £115,000, with effect from 1 November 2023.”

Trainee pay at Ashurst is also up, with rookie rates in year one and two now sitting at £52,000 and £57,000, respectively. These previously sat at £50,000 and £55,000.

The Legal Cheek Firms Most List 2023 shows the rises put NQ pay at Ashurst in-line with Magic and Silver Circle competitors Slaughter and May and Macfarlanes (£115,000), while Travers Smith leapfrogs the likes of Bryan Cave Leighton Paisner, Simmons & Simmons and Norton Rose Fulbright (£105,000).

Travers also confirmed that NQs could earn as much as £130,000 with bonuses.

The rising rates come some 18 months after both Travers Smith and Ashurst broke the £100,000 threshold in January 2022, increasing pay to £100,000 and £105,000 respectively.

Last week Legal Cheek reported that Taylor Wessing had joined the summer pay war, upping NQ rates by 5% to £100,000.

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With another round of summer vacation schemes upon us, we thought to ask graduate recruitment partners at top law firms in London for advice on how students can stand out during their two-week work experience placements and ensure they secure a training contract offer.

They are the most senior lawyer involved in graduate recruitment at their respective firms, and keep a close eye on future lawyers’ development from student to trainee. Read on to find out their tips…

Damien Gomez, restructuring and insolvency partner at Linklaters:

“There are numerous opportunities for candidates to stand out over the course of their vacation scheme. It is always helpful to get a sense of someone’s motivation. It’s great when we are able to identify candidates whose outlook fits in with our culture and values, and to see in action the traits that will likely set them up for success at our firm. I’d say: apply yourself to, and invest in, each and every task you are set and use the opportunity to learn as much as you can about the firm and law as a career.”

Cyrus Pocha, financial services regulatory partner at Freshfields:

“A summer vacation scheme is a fantastic opportunity to test whether a career as a commercial lawyer is the right one for you and also whether the firm is the right place for you. Make sure that you test both of those things during your scheme. The best way to do that is by really committing to the experience and by talking to as many people as you can. It also means you have to be yourself. Perhaps above everything else, be kind to your fellow vac schemers. Revel in their and your successes and help those who may be struggling.”

Charlotte Madden, corporate partner at Clifford Chance:

“To make the most of this opportunity, it’s important that you get to know the business you’re about to enter. Explore valuable resources like our suite of global virtual internships and arrive with questions that show you have really thought about the important role trainee lawyers play in large transactions.

“It’s a good idea to think about the skills lawyers use on a regular basis too and how you might demonstrate that you understand and possess the same skillset. Most importantly, be prepared to act out of your comfort zone and grab every opportunity to engage with the firm.”

Hannah Manning, tax partner at Travers Smith:

“What we look for is candidates who understand our business and culture based on their own research, show a genuine interest in what we do, and have the raw intelligence and EQ [emotional intelligence] to hold their own in the firm as a trainee and beyond. Beyond that, we have no fixed template for what makes an ideal Travers Smith trainee, and what we hope that candidates see on the scheme is that there is plenty of scope for them to bring their own personality, background and style to the job.”

Nick Wong, global loans partner at Ashurst:

“Speaking up and asking questions is key. It shows us that you’re engaged and curious. You’ll likely find opportunities to attend both in-person and virtual meetings as well as training sessions: it’s important to participate.

“Be ready to say ‘yes’! A vacation scheme is a unique opportunity to get real, on-the-ground insight into life as a lawyer, so try not to shy away from the experiences that come your way, no matter how scary they might seem. Whether it’s a team-building social or a client event, say ‘yes’ whenever you can. You won’t learn everything you need to know about the job from behind your desk — the informal interactions are just as important and it’s crucial to have fun during your placement too.

“Finally, remember it’s not all about the law — firms also want to know you as a person. Whilst it’s always impressive to discuss the day’s top news stories and how it might impact what you’re working on, we also want to hear about you and what else interests you, whether it’s sport, books, travelling or something else.”

Greg Norman, investment management partner at Skadden:

“In my view, the vacation scheme is a two-way street — it is a chance for us to get to know our candidates better and it is a chance for the candidates to get to know us. In my experience the candidates that embrace that opportunity and try to learn as much as possible by interacting with people in the firm, at all levels, typically do very well in the assessments because they feel more at home. And I like to think the candidates benefit from gaining some, albeit limited, experience of what life at Skadden is like.”

Christopher Hutton, global regulatory partner at Hogan Lovells:

“Enjoy it! The purpose of the scheme is for you to get to know us, and for us to get to know you — the real you, so be yourself, and enjoy the scheme! Next, make the most of it — it’s a great opportunity for you to meet market leaders in a broad range of practice areas so identify those you are interested in, come up with a list of questions, reach out to the people you would like to speak to and let them know what you would like to talk about, and start to have those valuable conversations.”

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It’s no secret that stress, anxiety and burnout are rife within the legal profession. This is particularly the case in corporate law where the hours are long, the work is high stakes and often involves juggling workloads with competing deadlines for demanding clients.

This week is Mental Health Awareness Week and the theme is anxiety. Earlier in the week LawCare encouraged the legal community to speak about their struggles with anxiety, having found over two-thirds of lawyers have experienced mental ill-health. Now we’ve spoken to law firm leaders on what more they think can be done to protect the wellbeing of their most vulnerable staff. Here’s what they had to say.

Sally Davies, senior partner at Mayer Brown

“Most law firms have work environments where there is a culture of high performance, high pressure and intense workloads, along with that generally comes self-imposed pressure and a fear of failure. Society has thankfully become more open in its discussions around mental health, wellbeing and particularly anxiety.

“I am glad this has become a key issue at work. Colleagues need to know it’s ok to speak about challenges and mental health issues they may be facing. As a leader, I want colleagues to know that we care. Help is at hand for those who need support. A particular focus of mine is trying to create an environment to prevent some of those issues from ever arising. In the dark ages when I was a trainee, if I felt overwhelmed, out of my depth or anxious (I did at times), I didn’t show it or talk about it. I ‘cracked on’ which is what everyone else did. I have now learnt that being open and showing vulnerability, as a leader is, in fact, a sign of strength. We are all human!

“Thankfully the legal sector has matured and with the help of mental health first aiders, in-house GPs, counsellors, mentoring and coaching systems and other support, I believe we are building an environment of trust and openness. It is vital we look out for each other. The sector is known for long hours. It is probably a sad reality that we spend more time with colleagues than with friends or family. Although, post-pandemic, a more flexible work environment has improved this.

“Small things matter, look people in the eye, take an interest in the people and, most importantly, listen. Show empathy, build trust and watch for signs of stress. Be prepared, when you ask the question, ‘How are you today?’ to react when the answer is: ‘Actually, I am not feeling great’.”

Adrian Cartwright, global senior partner at Clifford Chance

“When it comes to mental health and wellbeing, as an industry, we should strive to be more open. I’m not afraid of admitting that we don’t have all the answers, and we remain serious about continuously listening and improving. We want to encourage honest conversations where people feel empowered to speak up, an open door culture, and be ever more transparent about the reality of a career in law. Being more open is one step towards a healthier work life, with strengthened connections, greater collaboration and more fun too!”

Deborah Finkler, managing partner at Slaughter and May

“It is vital that the sector continues to prioritise an open culture to talk about mental health and wellbeing, backed by practical support. Sharing stories of how people at all levels have coped with mental health is very powerful and reassuring, particularly for new colleagues. In our case, the firm focuses on creating a culture of openness around these issues as well as reviewing and introducing new benefits and support. The working practices code we launched last year is an example of an initiative to drive practical and behavioural change to support our trainees and associates after the challenging years of the pandemic.

“Partners and senior members of teams have a leadership role in day-to-day discussions, raising awareness, and around practical steps like work allocation and the piloting of new ways of working. We also have in place an internal network of mental health first aiders and listeners, as well as resources and benefits dedicated to giving our people the support they need both in and out of work. This, combined with engagement through Thrive, our employee network, and our Forums for both associate and business services colleagues are all important components of a holistic approach.”

Penny Angell, UK managing partner at Hogan Lovells

“Thanks to greater profile, awareness and understanding of mental health over the last few years, providing people with meaningful resources and tools to support their mental wellbeing has become business as usual for any successful law firm, including ours. We are currently celebrating Wellbeing month with various activities extending to support physical and financial wellbeing too, continuing to encourage in-person connection and collaboration. Everyone across the firm is able to access these, regardless of level or location. Ollie Ollerton (SAS: Who Dares Wins) shared his experiences of mental health and tips for managing personal wellbeing this week, in a highlight of our event programme.”

Helen Burton, London managing partner at Ashurst

“The wider profession can help by not shying away from the topic of mental health and being honest about mental health struggles. The industry is moving forward, with charities like LawCare, but there is still a sense of taboo that we need to overcome. I suffered from stress and anxiety when I first became a partner — to the extent it was impacting my sleep and quality of life. I had counselling and learnt techniques (principally CBT) to help me manage this. I am still susceptible, but now I recognise the warning signs, usually an inability to sleep, and then work to take action quickly, either using the techniques I have learnt or even talking to a counsellor. Personally I know it’s hard to share these stories but I also know they can be helpful to anybody struggling — it helped me to hear that some of the successful lawyers I admired had also struggled at times. While there is no quick fix, we must keep having an open dialogue to ensure that mental wellbeing remains a priority.

“We need to ensure lawyers coming through the ranks know that to build a sustainable career in the legal profession it is important to take care of both our physical and mental health — and we need to ensure that the tools are available to achieve that. We need to keep the conversation going to encourage a healthier industry going forward. It’s also not good enough to just say it — we need to take actions, lead by example and ensure that our lawyers are taking time for themselves.

“This year’s Mental Health Awareness Week theme is anxiety. If any colleagues, junior or senior, might be experiencing anxiety, then I want them to know that they aren’t alone — your mental health should be a top priority. There are things that you can do to help manage anxiety — the key thing is to spot the triggers and take action promptly.”

Alexandra Gower, partner and training principal at Osborne Clarke

“Mentoring tops my priorities list, and we support those starting out in their careers with both senior and junior mentors. This is alongside service line supervisors, and from a pastoral care perspective, our Trainee and Apprenticeship Leadership Group Partners have oversight. Support networks, whether that’s for apprentices or the recently launched Junior Women in Law network for example, are also helpful so juniors can swap stories and build connections with contacts at similar career stages both internally, with clients and across the sector. And ultimately an open-door culture is key. I think our firm is great at understanding people’s situations, educating our senior lawyers on mental health and how to deal with it, demonstrating good behaviours and supporting our people to thrive.”

Struggling with anxiety? Contact LawCare via its helpline or live chat

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Ashurst is the latest City firm to report its spring retention rate, scoring 84%.

From an intake of 19 trainees, the global firm went on to make 16 offers which were all accepted.

All positions offered were permanent and located in the London office, with five newly qualified (NQ) solicitors joining the corporate team, four moving into projects and two qualifying into global loans. The final five join competition, disputes, funds, global markets and real estate, respectively.

“Congratulations to our latest cohort of qualifying lawyers — we are delighted to welcome such a talented group to the team,” commented Ruth Buchanan, employment partner and training principal at Ashurst.

“As a firm, we are committed to the growth and development of our people, and look forward to supporting them as they continue on their journey to become the leaders and trusted advisers of tomorrow,” Buchanan added.

The soon-to-be newly-qualified (NQ) solicitors will start on a salary of £105,000, up from a year two trainee rate of £55,000. The Legal Cheek Firms Most List 2023 shows the firm offers around 45 training contracts each year.

The score is not far off last spring when the firm recorded an overall retention rate of 85% (17 out of 20).

Currently, only four other firms have published their spring rates: Freshfields (97%), White & Case (78%), Linklaters (94%) and Clifford Chance (69%).

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Law firm offices are playing an increasingly intergral role in attracting lawyers back to their desks as the profession continues to find its feet in the new age of flexible working.

From swanky glass-clad digs offering sky-line views of the City to eco open-plan spaces with every amenity imaginable, firm offices can be a major selling point for clients and aspiring lawyers alike.

With this in mind, Legal Cheek‘s Trainee and Junior Lawyer Survey 2023 asked more than 2,000 respondents: “How impressive is your firm’s office?”. Covering more than 80 of the UK’s biggest outfits, respondents were asked to rate their work spaces on a scale of one to ten — with one signifying “Not at all impressive” and ten as “Highly impressive”.

We can reveal that 19 firms made it to the shortlist, scoring an A* for their offices. Below are the firms listed in alphabetical order. Be sure to check our exclusive TikTok tours too!

Allen & Overy

Ashurst

Bird & Bird

@legalcheek *takes multiple coffees to desk*Bird & Bird #lawfirm #office #london #fyp ♬ Coffee – Quinn XCII & Marc E. Bassy

Burges Salmon

Cleary Gottlieb Steen & Hamilton

Clifford Chance

DLA Piper

Freshfields Bruckhaus Deringer

@legalcheek There is a wall in the new London headquarters of Freshfields, a Magic Circle law firm, that is covered in real live moss! #law #lawfirm #lawyersoftiktok #alive ♬ Nature Love – Nature Sounds

Gowling WLG

Howard Kennedy

Kingsley Napley

Milbank

Mishcon de Reya

Morrison Foerster

Norton Rose Fulbright

@legalcheek Norton Rose Fulbright’s office ticking all the boxes #law #office #london #views ♬ Sunroof – Nicky Youre & dazy

Reed Smith

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Sidley Austin

Vinson & Elkins

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Walker Morris

As part of the survey each year we give trainees and junior lawyers the opportunity to expand on their scores by submitting anonymous comments. We received hundreds of comments giving us the lowdown on their office digs. Here are a select few comments about some of the shortlisted firms:

“Beautiful — from the weekly flower arrangements, to the bar in the client lounge, I think we have some of the nicest offices in the City.”

“The office is very impressive. The best floor is Floor 11 (the canteen and coffee bar) where all the coffee is free and there is a great balcony to get some fresh air. The working floors are semi-open plan (in pods rather than offices) and department heads are constantly coming up with new plans to make collaborative working easier.”

“It’s a beautiful space and I get the impression clients like coming there, they are also re-working some of the areas to become open-plan with special collaborative working spaces.”

“Incredible office — super spacious, adjustable desks and chair. Fast lifts and lots of communal spaces. Great environment to work in.”

“Feels like a 5* hotel.”

“Everything that you want is here. Temperature controlled rooms, standing desks, sky high views for the late nights.”

The winning law firm in this category will be announced at The Legal Cheek Awards 2023, sponsored by BARBRI and BPP University Law School, on Tuesday 14 March.

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Life as a trainee isn’t easy, so a friendly and supportive culture can be crucial to getting you through the difficult moments. Fortunately, the results are in, and Legal Cheek can reveal the law firms where it’s smiles and backslaps all-round.

The 2,000 plus respondents to the Legal Cheek Trainee and Junior Lawyer Survey 2022-23 were asked to rate the supportiveness of their peers on a scale ranging from 1 — ‘not at all supportive’ to 10 — ‘highly supportive’. Likewise, partner approachability could be quantified from 1, or ‘not at all approachable’ to 10, or ‘highly approachable’. Firms are then scored from A* to D on the Legal Cheek Insider Scorecard for each category.

Although over thirty firms feature on the two shortlists, scoring A*s for peer support or partner approachability, only Bristows, Fletchers, Hill Dickinson, RPC and TLT secured the top grade in both categories. The results are listed alphabetically below:

Best law firms for peer support 2023

Addleshaw Goddard, Ashurst, Bristows, Bryan Cave Leighton Paisner, Clyde & Co, Dechert, Express Solicitors, Fletchers, Forsters, Gibson Dunn, Goodwin Procter, Hill Dickinson, Norton Rose Fulbright, Pinsent Masons, RPC, Taylor Wessing, TLT, Travers Smith, Watson Farley & Williams, Weightmans

Best law firms for partner approachability 2023

Accutrainee, Ashfords, Bird & Bird, Bristows, Debevoise & Plimpton, Dentons, Eversheds Sutherland, Fieldfisher, Fletchers, Gateley, Hill Dickinson, Morrison Foerster, Orrick, RPC, Russell-Cooke, Shakespeare Martineau, Squire Patton Boggs, Taylor Vinters, TLT.

Respondents were also given the chance to submit anonymous comments to justify their scores and provide further insights into their firm’s supportive rookies and approachable partners. Here are a selection of comments from the firms shortlisted above:

How supportive are your peers?

“Very collaborative, and very friendly peer group. They’re genuine friends who I can go to for support, share tips and insights into the work.”

“There is no culture of competitiveness between the trainees. Everyone supports each other.”

“All of the trainees within my office are incredibly supportive of each other and there is no feeling of competitiveness when it comes to getting NQ jobs. The trainee chat is very active and you know that, no matter how stupid the question, you always have somebody to go to.”

“I love my trainee cohort, we have bonded really well and regularly meet up for lunch and coffee. We also have a WhatsApp chat that we use to check in on each other. The benefit of a large cohort is having a lot of people around you to build a support network.”

“Excellent culture with many opportunities to extracurricular. A very supportive environment.”

How approachable are your superiors?

“There’s a real open door policy — meaning that if I leave the door to my office open, my superiors are likely to stop by for a chat.”

“Including partners — there’s no hierarchy or delegation through associates. Partners will call you directly and ask for your thoughts which is a great learning opportunity.”

“All very approachable which surprised me the most about working with Partners.”

“Every single person (at all levels) is approachable and can always spare time to help you.”

“No matter the level of seniority, every partner that I have experienced working with or spoken to outside of a department has been incredibly welcoming, approachable and helpful. They want you to succeed and you know you could go to them with any issue you had.”

The winning law firm in each category will be announced at The Legal Cheek Awards 2023, sponsored by BARBRI and BPP University Law School, on Tuesday 14 March 2023.

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City outfit Ashurst has commissioned a historian to tell the 200-year history of the firm, marking its anniversary this year.

Stuart Kells, adjunct professor at La Trobe University’s College of Arts, Social Sciences and Commerce in Australia, was tasked with distilling the firm’s history since 1822 into a new book titled Ashurst: The Story of a Progressive Global law Firm.

The firm was co-founded by William Ashurst who was greatly involved in his day’s radical causes of gender equality and the abolition of slavery and capital punishment.

According to Kells, the book is “an honest, rich and multifaceted record of a crucial slice of the global history of law, society and commerce”, with chapters spanning the firm’s early history in England and Australia, merit and inclusion (‘An Absolute Meritocracy’), life in the office (‘What do I do?’), and dress (‘A Truly Modern Solicitor’). There’s even a chapter on food and celebrations which is intriguingly titled ‘A Marvellous Banquet with Haggis’!

Kells said that researching and writing the book, which will set you back around £50, was “a pleasure and a privilege”. He adds: “Seeing now the completed book—the output of a collaborative effort that extended to all corners of the world—is a great reward.”

Kells’s research included “extensive” interviews with current and former Ashurst people around the world as the book seeks to tease out the theme of change which the historian suggests has accelerated both in the firm and the legal profession over the last forty years.

Commenting on their 200th anniversary, Ashurst said: “Imagine what our London founder William Henry Ashurst would think if he could see the firm today. He and his family championed progressive ideas so he would not be surprised to see the global reach, our deep relationships with our clients, nor the changes in legal practice and technology. He would be proud of our focus on pro bono and CSR.”

The post Ashurst hires professor to explore firm’s 200-year history appeared first on Legal Cheek.

Legal Cheek is hosting a virtual student event this Wednesday in partnership with global law firm Ashurst.

To give attendees a flavour of what to expect at the event, we sat down with panellist and current third seat trainee solicitor, Asha Owen-Adams, to discuss how she’s finding the journey to qualification so far. Check out our Q&A with Owen-Adams below and don’t forget you can still apply to attend the event.

Can you tell me about your journey to Ashurst?

I went to the University of Manchester and studied law with politics. After this, I worked as a risk management paralegal at another City law firm, before completing the Legal Practice Course. I first became interested in the law when I was in secondary school. I was interested in current affairs, but did not want to go into politics, and thought it was interesting how the law impacts society and vis-a-versa. I also enjoy problem solving and looking at things analytically.

I commenced my training contract in September 2021. My seats have been disputes — international arbitration, global markets — debt capital markets, and now disputes — contentious financial services.

You’re currently in your third seat in dispute resolution, which I note is now your second time in this department during your training contract. What interests you about disputes work?

Disputes is about resolving a conflict between parties, so you are assisting the client at a challenging time. I like working on cases and coming up with solutions to support the client’s case.

I enjoy the fact that in disputes you have time to get stuck into a case and help at different stages. I have found it very interesting and varied helping to prepare for trials, hearings and investigations through various tasks such as creating hearing/investigation bundles, document review, drafting and research tasks.

What is the most interesting disputes case you have worked on so far?

I have particularly enjoyed working on some interesting investigations. I cannot go into too much detail for confidentiality reasons!

We have seen e-document review and predictive coding used in preparation for litigation. How do you see legal technology impacting dispute resolution in the future?

I think legal technology will continue to make processes easier and more efficient, and cut down the amount of time lawyers spend on some more administrative tasks.

Recent widespread social movements, most notably Black Lives Matter, have shone a brighter light on racial inequality in the workplace. Asha, as a young black trainee City lawyer, what advice do you have for aspiring lawyers from minority ethnic backgrounds?

I think although it is very challenging, I would recommend going to different events and making those connections and contacts wherever you can. I think building a network is important at every stage of your career, but as an aspiring lawyer, speaking to people and learning from them and their experiences is important. There are so many people who are willing to help aspiring lawyers and give advice.

Furthermore, lots of people struggle with imposter syndrome, but I feel this can be even more prevalent when trying to enter the legal profession from a minority background, so having/finding tactics to work to overcome that imposter syndrome is vital.

You’re a qualified mental health first aider. How is the firm supporting the wellbeing of its trainee and junior lawyers?

We have a Wellbeing Allies and a Wellbeing Hub, which provides various useful resources. Ashurst also has several networks (including Women’s, Social mobility and Race equality networks). I think these networks are important as they provide support and allies across the firm, fostering a culture of inclusion.

By training mental health first aiders, there are also people dotted throughout the firm that people can go to. The firm also has a collaborative and approachable culture, which I also think really helps to support wellbeing.

Broadly speaking, what are your top tips for students looking to secure training contracts at Ashurst?

As mentioned earlier, attending events and speaking to people from Ashurst is really helpful to get a feel for the firm, and it means students can talk about these experiences in applications/interviews. It is also imperative to do your research of the firm.

Even if students have not had any legal experience, it is important to draw on the experiences you have already had whether that be in sports societies or doing part-time jobs, because those activities develop essential skills — many of the same skills that the firm expects from a trainee. It is all about tailoring your application to make it clear why you would be a great fit for Ashurst, and showing off your skills. Finally, never put anything in your application that you would not be confident talking about in an interview — you do not want to be caught out!

Asha Owen-Adams will be speaking at ‘Life inside a full-service global law firm — with Ashurst’, a virtual student event taking place on Wednesday 26 October. You can apply to attend the event, which is free, now.

Follow @ashurst

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A raft of leading law firms have publicly pledged to ensure that students qualifying as solicitors through “alternative routes” are treated the same as their counterparts undertaking the more traditional training contract.

The 17-strong group pledge to screen candidates in a “fair and inclusive way”, which will not disadvantage those who have completed an alternative route to legal qualification, including an apprenticeship.

Firms making the pledge, which includes the Magic Circle law firms Clifford Chance, Linklaters and Freshfields, promise to assess all candidates’ suitability for any given role based on their experience, behaviour and competence to avoid disadvantaging those who have not done a TC, with inclusive competencies being listed for new positions and CVs being matched against the skills needed to fulfil the demands of the role.

You can read the pledge in full here.

Other signatories are Addleshaw Goddard, Ashurst, Burges Salmon, CMS, Charles Russell Speechlys, DAC Beachcroft, Eversheds Sutherland, Fenchurch Law, Hogan Lovells, Norton Rose Fulbright, RPC, Simmons & Simmons, Trowers & Hamlins, Watson Farley & Williams.

The recruitment promise follows the introduction of the Solicitors Qualifying Examination (SQE) and a new set of rules that give wannabe solicitors the flexibility of completing work experience with up to four different organisations in place of a traditional training contract. This has led to concerns from some that it will create a so-called ‘two-tier’ profession where law firms favour candidates who have completed a TC over those qualifying via one of the alternative pathways.

Commenting on the pledge, Norton Rose Fulbright’s corporate and early careers recruitment partner Clementine Hogarth said:

“It has been inspiring to see so many leading law firms come together to help level the playing field across the industry — the enthusiasm in the market about legal apprenticeships is really exciting. As we continue to further diversity and inclusion in the workplace, it is essential that we are recognising alternative routes into legal careers, and recruiting and progressing people based on talent and merit alone. The pledge is designed to highlight this commitment.”

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Ashurst has confirmed to Legal Cheek that it has bumped the salaries of its trainee solicitors in London.

The silver circle outfit firm has raised year one London trainee pay to £50,000, up 6% from £47,000, while its year two trainees will receive £55,000, an uplift of nearly 6% from £52,000.

The Legal Cheek Firms Most List 2022 shows that this puts the firm’s trainees on the same cash levels as all of their magic circle counterparts.

Following a boost announced earlier this year, newly qualified associates earn a salary £105,000, excluding bonus.

This rookie uplift comes shortly after the firm revealed it had also increased financial support for its future trainees to £10,000.

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Six City firms have come together to support the establishment of The Black Equity Organisation (BEO), a Black British civil rights group which aims to “address issues of structural racism”.

In support of the BEO, Allen & Overy, Ashurst, Clifford Chance, Freshfields Bruckhaus Deringer, Herbert Smith Freehills and Slaughter and May provided seed funding, as well as pro bono legal advice focusing on operational and governance issues and registration of the new organisation with the Charity Commission.

The civil rights group was founded by some of the UK’s most influential Black leaders from the worlds of business, law, arts and social justice, including shadow foreign secretary and barrister David Lammy MP, in the wake of the global anti-racism protests sparked by the death of George Floyd.

Partnering with organisations in the private, public and non-profit sectors, the BEO aims to tackle six key mandates — economic empowerment and equality of opportunity; education; justice, immigration and rights; culture, awareness and respect; health, wellness and care; housing and community.

The education mandate, for example, sees the BEO seek “to close the education attainment gap that exists between Black and White children in the UK throughout school and university, with knock-on effects in the labour-force”.

Dame Vivian Hunt, BEO’s chair of trustees, said:

“Our partner law firms were among the first organisations to join us in our journey. By devoting their time, expertise and passion they have played a vital role in the establishment the Black Equity Organisation (BEO). We look forward to deepening our partnerships with each of these law firms, and indeed others that wish to work with BEO, as together we work towards equity for Black Britons and broader society. We’d like to publicly thank these law firms for all that they have done.”

The introduction of this civil rights group comes amid a series of initiatives launched by firms with similar goals of closing the education attainment gap.

Earlier this year, national firm Browne Jacobson piloted a new mentoring programme aimed at “kick-starting” the careers of aspiring black lawyers, while Gowling WLG partners launched a bursary scheme aimed to support the studies and future careers of black students.

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Ashurst is the latest City firm to increase financial support for future trainees undertaking the Legal Practice Course (LPC).

Until recently the silver circle outfit provided £8,000 in maintenance to its future rookies during the LPC or LLM LPC, as well as a £2,000 interest-free loan. It has now increased this sum to £10,000, an uplift of 25%, and retained its interest-free loan offering.

Ashurst’s current trainees study the LPC at The University of Law, but those joining after September 2024 will be required to study Ashurst’s LLM LPC which prepares students to sit the Solicitors Qualifying Exam.

The uplift comes just days after Legal Cheek revealed magic circle duo Freshfields and Slaughter and May had raised their respective maintenance grants by a quarter to £12,500. Clifford Chance, meanwhile, dished out the same increase last month.

Earlier this year, Ashurst boosted its base salary for newly-qualified (NQ) lawyers from £90,000 to £105,000, a healthy rise of 17%.

The firm, which takes on around 40 trainees each year, scored an 85% spring trainee retention rate.

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Ashurst has become the latest international law firm to take steps in response to the escalating war in the Ukraine.

The outfit confirmed to Legal Cheek it will not take on new clients linked to the Russian state and will cease work on existing matters relating to Russian clients. This, the firm said, is regardless of whether they are subject to government sanctions or not.

It’s not clear how many clients will be impacted by the decision, although the firm’s work with Russian clients is understood to be fairly minimal. And unlike many of its City rivals, Ashurst does not have an office in Russia.

Other major City firms are also reassessing their work for Russian clients.

White & Case confirmed it is “reviewing” its Russian and Belarusian client work and “taking steps to exit some representations in accordance with applicable rules of professional responsibility”. It confirmed its Moscow office remains open and “complying fully with all applicable sanctions”.

Baker McKenzie, meanwhile, is “reviewing and adjusting our Russia-related operations and client work to align with all applicable sanctions and comply with these fast-evolving laws”.

The firm, which has offices in Moscow and St Petersburg, said that it does not comment on the details of specific client relationships, “but this will mean in some cases exiting relationships completely”.

Elsewhere, Linklaters issued the following statement: “The situation in Ukraine is deeply distressing and our immediate thoughts are with the Ukrainian people. We’re actively monitoring the situation and working to ensure the safety and support of colleagues and their families. We’re also reviewing all of the firm’s Russia-related work.”

Kennedys confirmed it took the decision to “wind down” its office in Moscow last summer, and does not intend to renew the lease once it expires next year. “Naturally, our thoughts and sympathies lie with Ukraine,” said Nick Thomas, global senior partner. “We are now working hard to identify local Ukrainian and Polish charities to ensure that we are providing support in places where it is needed most.”

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Ashurst and Ropes & Gray are the latest law firms to reveal their spring 2022 trainee retention scores.

Ashurst has announced that it’s retained 17 of its 20 trainees due to qualify next month, giving the firm an 85% retention score.

All were offered permanent positions in the London office, with four newly qualified (NQ) solicitors joining the corporate team, three NQs joining disputes, another three joining projects and the remaining seven qualifying into competition, digital economy, employment, funds, global markets, restructuring and tax, respectively.

The retained rookies can expect to see their salaries more than double, from £52,000 as second year trainees to £105,000 upon qualification. Ashurst boosted NQ base rates to six-figures at the start of this year.

Ruth Buchanan, employment partner and training principal at Ashurst, commented:

“We are pleased with the results of our March qualification round. As a firm we are committed to supporting our people in their development and look forward to continuing to help these talented young lawyers to thrive as they build extraordinary careers.”

Ashurst is now the fourth of five silver circle law firms to reveal their spring retention scores. Macfarlanes revealed a score of 100% (6/6), following Herbert Smith Freehills and Bryan Cave Leighton Paisner’s 83% (24/29) and 72% (13/18) scores. Travers Smith is yet to reveal its latest score.

Meanwhile, Ropes & Gray has confirmed a retention score of 100%. The two March qualifiers will join the firm’s private equity transactions and asset management practices on permanent contracts in London. The US outfit retained 100% of its qualifying cohort in spring 2021 also.

Our Firms Most List shows that the two rookies can expect to earn £147,000, more than double the £62,500 they earn as second year trainees.

Ropes & Gray scored an A* for quality of work and an A for training in our latest Trainee and Junior Lawyer survey.

Check out our latest coverage of law firms’ spring 2022 retention scores.

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With most law firms re-opening their offices and hybrid working becoming part of the ‘new normal’, the importance of a firm’s office cannot be overstated. Legal Cheek’s annual Trainee and Junior Lawyer Survey reveals which offices have the ‘wow factor’ according to their rookies.

Legal Cheek asked trainees and junior lawyers from over 100 of the nation’s leading firms to give us the lowdown on their offices. Respondents could score their offices on a scale from one to ten, with one being described as ‘not at all impressive’ and ten being ‘highly impressive’.

We can reveal that 13 firms made it to the shortlist, scoring an A* for their offices. Below are the firms listed in alphabetical order:

Ashurst

Bird & Bird

Burges Salmon

Clifford Chance

Cooley

Freshfields Bruckhaus Deringer

Gowling WLG

Kirkland & Ellis

Norton Rose Fulbright

Paul Hastings

Reed Smith

Sidley Austin

Vinson & Elkins

As part of the survey each year we give trainees and junior lawyers the opportunity to expand on their scores by submitting anonymous comments. We received hundreds of comments giving us the dish on their digs. Here are a select few comments about some of the shortlisted firms:

“Amazing office! Bright and modern open plan office with a good cafe and a nice terrace to eat lunch. All desks are also equipped with all the IT equipment and standing desks.”

“The offices are immaculate, modern and somewhat offset the late nights when you have a view over East London, Greenwich, O2 etc. They have all of the facilities and amenities you need (which during normal times are much appreciated).”

“An outstanding office: modern, impressive, functional. Each lawyer (now including trainees post-pandemic) has their own office. I can’t imagine any firm in the City has a better office.”

“One of the major perks of working at the firm is the office. It has great views over London and is the envy of my trainee friends at other firms. The staff canteen is reasonably priced and has a massive range of choice.”

“It’s got that wow factor. Easily the best office I’ve seen, even with having attended numerous events, interviews and vacation schemes at other firms (and companies, for that matter).”

“The newly kitted out office is phenomenal — 100% of the desks are (expensive) sit-stand, top of the line HAG SoFi chairs (so comfortable), so much designer furniture that I feel like I walked into a showroom. Plants in every room. Nothing to say — so comfortable I’d rather be there than my own home!”

The winning law firm in this category will be announced at The Legal Cheek Awards 2022, sponsored by BARBRI, on Thursday 24 March 2022.

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From ‘life-changing’ bundling tools to automated contracts, law firms are using tech in a number of ways to boost efficiencies and enhance their client offering. So, for those of you wondering how tech savvy your favourite firms are — look no further! Legal Cheek’s annual Trainee and Junior Lawyer Survey reveals which firms have the best legal tech.

‘How advanced is your firm’s legal tech?’ is the question we put to trainees and junior lawyers from over 100 of the nation’s leading law firms. Rookies could rate their firm from 1, being ‘very basic’, to 10, being ‘very advanced’.

We’ve crunched the numbers and can reveal that 15 firms made it to the shortlist, scoring an A* for legal tech. Below are the 15 firms listed in alphabetical order:

Best law firms for legal tech 2022

Addleshaw Goddard
Allen & Overy
Ashurst
Bryan Cave Leighton Paisner
CMS
Clifford Chance
DLA Piper
DWF Group Plc
Osborne Clarke
Pinsent Masons
Reed Smith
Simmons & Simmons
TLT
Travers Smith
Womble Bond Dickinson

As part of the survey each year we give trainees and junior lawyers the opportunity to expand on their scores by submitting anonymous comments. We received hundreds of comments sharing how firms are harnessing legal tech — from automating certain processes to encouraging trainees to think of tech solutions. Here are a select few comments about some of the shortlisted firms:

How advanced is your firm’s legal tech?

“There is active encouragement to engage with legal technology and further developments in the pipeline. Everyone is encouraged to come up with ideas to solve problems.”

“Sometimes I have to be reminded that some of the tools we use which are just a normal part of my working life are miles ahead of other firms!”

“Bundling tools are life-changing!”

“HighQ collaboration platforms, automated contracts, DocuSign expertise have all enhanced the efficiency of my work.”

“Innovation is a big thing at the firm, they really value progressing legal tech solutions. It’s more applicable to some practice areas than others. For example, litigation uses lots of legal tech for document review, which makes the trainee role much easier. The firm is also keen for trainees to get involved with legal tech if it’s of interest.”

“The firm provides great innovative products to our clients that address their needs. Internally we are encouraged to look at how we can use the tools at our disposal more efficiently or try different ways of working.”

The winning law firm in this category will be announced at The Legal Cheek Awards 2022, sponsored by BARBRI, on Thursday 24 March 2022.

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Ashurst has joined rival elite law firms in boosting the salaries of its newly qualified (NQ) solicitors in London.

The silver circle firm increased base pay from £90,000 to £105,000, equating to an extra £15,000 or 17%, excluding bonus.

The Legal Cheek Firms Most List shows that this will put Ashurst NQs on the same levels of cash as their counterparts at Herbert Smith Freehills and Baker McKenzie.

The increase will take effect from 1 May 2022 — a year after the firm’s 2021 increase of NQ salaries from £85,500 to £90,000.

A firm spokesperson told Legal Cheek:

“We continuously monitor market conditions, remuneration trends and movements and make targeted adjustments where necessary. We are pleased to confirm our basic pay for newly qualified lawyers in London will be at least £105,000, with effect from 1 May 2022.”

Ashurst recruits around 40 trainees in London each year and scored A* or A grades in 8 out of 10 categories in our latest Trainee and Junior Lawyer Survey.

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City law firm Ashurst has launched a new online course that aims to help aspiring lawyers overcome feelings of imposter syndrome.

The new module — which forms part of the firm’s virtual work experience programme — will introduce students to the “phenomenon of self-doubt and imposter feelings and its connection to social identity”.

The free programme, dubbed ‘You are Extraordinary’, also aims to help solicitor hopefuls develop a broader definition of “success” and “accomplishment” which goes beyond traditional measures such as exam results and training contract offers.

It will feature a mix of video presentations and workshops, and consists of five hypothetical tasks that help students understand and learn how to manage feelings of self-doubt and imposter feelings.

The firm says it will also help participants identify their own personal achievements and unique strengths as well as teach them to speak positively about their successes in vac scheme and TC interviews.

“We want people to be as prepared as possible when starting their career journey, so have developed this programme to help emerging talent develop their best sense of self and feelings of confidence,” Carolyn O’Connor, HR manager, national early careers programmes at Ashurst, said. “In addition to creating a degree of anguish and self-doubt, imposter feelings may in some cases limit professional choices or career advancement if they are not confronted.”

The launch of the module comes as a poll of Legal Cheek readers found that over two-thirds (77%) of respondents had suffered from imposter syndrome.

Andrea Bell, chief people officer at Ashurst, added:

“We are proud to have a strong culture of support for social impact and enhancing social mobility at Ashurst, and our complimentary virtual learning programmes are just one example of the many ways we can ensure that talented young people have the opportunity to upskill and succeed regardless of background.”

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